Jigsaw's Gender Pay Information

The Gender Pay Gap Report looks at the differences between pay of all men and women across Jigsaw. It’s published in percentages and split into 4 sections:

1. Mean gender pay: The difference between the hourly average of men’s and women’s pay.
2. Median gender pay: The middle value of men’s and women’s pay.
3. Bonus Payments: Paid to both men and women.
4. Pay quartiles: The percentage of men and women in each pay quartile.

This information is based on hourly rates at the snapshot on the 5th April 2023.

It is worth noting the following observations on gender pay gap reporting:

• If women do more of the less well-paid jobs within an organisation than men, the gender pay gap is usually bigger.
• The Gender Pay Gap is not the same as unequal pay which is paying men and women differently for performing the same (or similar) work. Unequal pay has been unlawful since 1970.
• Companies with over 250 employees are legally required to publish Gender Pay Gap figures.

Below is the gender pay gap summary for Jigsaw, as at the 5th April 2023.

As a female led and predominately female business, we are confident that our male and female employees are paid equally for equivalent roles across the business. We have pay ranges across all our roles and we spend a considerable amount of time reviewing all our positions against external and internal benchmarks to ensure we are paying fairly and at the right level.

The proportion of men and women who received a bonus is:

Women’s bonus pay across Jigsaw is:

Jigsaw is a female fashion brand and consequently attracts a high proportion of women, particularly within the retail (store) teams.  The majority of our store roles are style advisors and are at the entry point on our pay scales.  

Contrasting this, whilst we have more women at all levels throughout the organisation, the male population is concentrated at the more senior levels which when reviewing the gender pay gap data, could be misleading.

This background is important as it explains why a high proportion of our women are in the lower quartile. What is positive is that we also have a high proportion of women in our top quartiles which demonstrates that we attract women across all levels of the company and is testament to our strong female representation at senior levels and management.

The bonus payments paid in 2023 were all incentives payments to our retail staff. As we grow as a business and expand, we are committed to remunerating fairly based on merit and performance.

We remain committed to being an inclusive and diverse employer, focussing on equity not equality, and doing the best we can for all our employees.