At Burberry, we are committed to paying our colleagues equally for work of equal value, and to providing all colleagues across the Group with competitive total reward.
As part of our reward reviews, we regularly undertake pay analysis to ensure we meet our commitment to pay all colleagues in line with their level and experience, and at a competitive and fair market rate.
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.
In our latest report, we have also continued to voluntarily disclose ethnicity pay and bonus gap data, reflecting our commitment to transparency and to creating lasting change by continually monitoring our progress.
The gender and ethnicity pay gaps are distinct from equal pay, which is a comparison of the pay of men and women carrying out the same or equivalent roles.
As well as explaining the pay gap data in our reporting, we detail the initiatives we have put in place to address our gender and ethnicity gaps. These include diversifying hiring practices, providing open and inclusive forums for communication, offering meaningful development opportunities and enhancing our policies.
We are also working to form a more complete picture of our colleague population by increasing the disclosure of ethnicity information across the business. As we improve the breadth of our diversity data year on year, we will also have a more complete picture of our colleague population and the insight we need to positively impact the gaps over time.
