At Burberry we are committed to fostering an inclusive environment where all our employees have opportunities to achieve their ambitions.
At Burberry, we have always sought to build a culture that is diverse, open and inclusive, where all perspectives are valued. Diversity enriches our creativity and our culture, and we recognise we work best when we bring together different viewpoints, backgrounds and experiences.
Since 2017, the UK Government has required public and private sector employers, with 250 or more employees, to publish key data on the gender pay gap in their UK businesses. We have reported gender pay gap figures annually in that period for our UK employee population, which makes up about a third of our global workforce
The gender pay gap is distinct from equal pay, which is a comparison of the pay of men and women carrying out the same or equivalent roles. Our policy is to pay all our employees in line with their level and experience, irrespective of gender.
We support women across our entire organisation and continue to evolve our internal policies, expand our training and promote more women into leadership roles. We are proud to have been recognised as the FTSE 100’s top performer for women in leadership in the 2020 Hampton-Alexander Review, with more than 50% women in executive team and direct report positions.' and 'In our most recent gender pay gap report for 2019/2020, we continued to have no gender pay gap in our retail teams, who account for a quarter of our UK employees. However, we know we have more to do.
In the past year, we have introduced a new parental leave policy, providing 18 weeks of paid leave at full pay to all new parents globally together with a phased return to work. This equitable policy will help maintain a pipeline of female talent, supporting returning parents at work as well as enabling fathers and partners to spend more time with a newborn child.
We have also introduced a formal global diversity and inclusion policy with guidelines and measures to ensure we attract and retain a representative workforce and foster an inclusive culture. This includes a bespoke guide for managers to help them integrate the policy into their teams and empower them to lead inclusively.
In our most recent gender pay gap report for 2018/2019, we continued to have no gender pay gap in our retail teams, who account for a quarter of our UK employees. However, we know we have more to do.
We have programmes in place such as unconscious bias training, allyship training and managerial support to empower managers across the business to make equitable decisions regarding hiring and progression. We remain firmly committed to closing our gender pay gap and narrowing it significantly by 2025.