The Salvation Army Trading Company Ltd (SATCoL) is the trading arm of The Salvation Army in the UK and Republic of Ireland. Established in 1991 to help fund The Salvation Army’s vital work with vulnerable people in the UK, our mission statement is to provide The Salvation Army with resources to enhance its mission.
We are a diverse business split into three key divisions: Retail, Clothing Collection and Salvationist Publishing & Supplies (SP&S). Through our network of over 230 charity shops, 2 superstores, 3 donation centres and over 7000 donation banks, our retail and clothing collection divisions generate funds and promote the reuse and recycling of textiles. Our SP&S division focuses on the needs of The Salvation Army church, providing uniforms, music, books and other Christian resources, whilst also leading the UK brass band recordings and sheet music sector.
The company employs more women than men, with over 70% of the workforce being women. The largest division is retail with over 75% of the workforce employed here.
Over 80% of the employees within retail are women (81.89%), with the majority of these roles being part time. The organisation has a lean management structure with fewer senior roles and very low turnover rates at these levels. We have fewer women in senior roles and all of these factors have contributed to the mean and median gender pay gap as reported here.
As a company we operate two separate payrolls; retail employees are paid four weekly and all other employees are paid monthly. With any salary increases being in place from 1st April each year, the pay period for the retail staff includes pay that is pre and post pay review. Whereas the pay period for all other staff is post pay review. With the majority of the retail workforce being women, this has a negative effect on the gender pay gap.
The company is committed to equal opportunities and, regardless of gender, we pay the same rate of pay for people doing the same job. We also pay the same rate of pay to sales assistants working in our Retail Division as we do our warehouse operatives working in our Clothing Collection Division.
Gender Pay Gap
|National Average*||17.40%|| |
*The ASHE survey 2017
What's the difference between the mean and the median figures?
The mean, also known as the average, is calculated when you add up the wages of all employees and divide the figure by the number of employees. The mean gender pay gap is the difference between the mean wages for male employees and the mean wage for female employees.
The median is the figure that falls in the middle of a range when everyone’s wages are lined up from smallest to largest. The median gap is the difference between median wage for male employees and the median wage for female employees.
The median is typically a better representation of the overall data, as the mean can be skewed by a handful of highly paid employees as is the case with SATCoL
SATCoL believes in being able to reward employees when the company has met and exceeded profit targets. We operate a companywide bonus scheme that all employees who are employed on the 31st March receive. The bonus is based on the employee’s contractual salary and absence throughout the financial year.
The bonus mean and median gender pay gap is largely a reflection of the high number of women in part time roles and fewer in senior roles.
|Percentage of Men receiving bonus||Percentage of Women receiving bonus||Mean Gender Bonus Pay Gap||Median Gender Bonus Pay Gap|
In each of the pay quartiles there are more women than men, although the percentage of women in the higher quartiles is less than in the lower quartiles. One of the leading causes of this is the significant proportion of women are in part time roles in the retail division. As stated previously the company has a very lean structure and there are very few senior roles.
SATCoL offers many opportunities to help people get into work, and these are offered regardless of gender. Many of our part time roles are in the retail division and are taken up by women, following the national pattern within this sector.
After recognising that we need to increase investment in our teams we have not only restructured our retail division in order to create additional support roles, but have also introduced the senior post of Company Training & HR Manager. By making these important changes we are committed investing more time and money, enhancing the skills and knowledge of our teams, in particular those in a line management capacity, and to strengthen the processes in the following areas that relate to the gender pay outcomes:-
- Recruitment; including internal processes to give everyone, including volunteers, a fair opportunity to apply for all vacant roles and to have a positive interview process.
- Training in all aspects of management, including a focus on Equality & Diversity
- Revise & review all policies and communicate to all team members, in particular the recruitment, family friendly and flexible working policies.
- Succession planning in relation to the senior team at SATCoL
Therefore, SATCoL believes that these planned actions should help to improve the promotional and employability prospects of all employees.
Finance Director, Deputy Managing Director & Company Secretary