Designer brand Burberry has reported a mean ethnicity pay gap for 2022 at 2.7%, down from 7.5% in 2021.
This is the second year that it voluntarily published its ethnicity pay gap data, with its median gap standing in favour of staff from ethnically diverse backgrounds, at -14.3% last year, compared with -12.5% the prior year.
Burberry’s mean ethnicity bonus gap was 22.7%, down from 33.1% in 2021, and its median was -103.1%, having widened from -27.6% the previous year. This is a result of 81.9% of staff in the highest pay quartile being white, down from 84.2% in 2021.
Sign up to our newsletters
Receive news and guidance on a range of HR issues direct to your inbox
The business’ mean gender pay gap for 2022 was 31.9%, down from 33% in 2021, and its median gap was 12.6%, up from 9.8% the prior year. Its upper pay quartile was made up of 55% women and 45% men, down from 55.8% and 44.2% in 2021, respectively.
Its mean gender bonus gap was 56.1%, down from 31.9% the previous year, and its median gap was 60.1%, down from 46.6%. A total of 81.6% women and 80.4% men received a bonus last year, down from 88.4% and 88.6%, respectively.
Jonathan Akeroyd, chief executive officer at Burberry, said: “Overall, the composition of our workforce is the main driver of our pay gaps and an area that we will continue to monitor and address. As we increase the breadth of our diversity data year on year, we will have a more complete picture of our colleague population and the further insight we need to determine our next steps.
“Alongside reviewing our gender and ethnicity pay gaps, we continue to perform regular pay analysis to ensure we meet our commitment to equal pay and to introduce initiatives that will help us narrow the gender and ethnicity gaps. These include further diversifying hiring practices, providing meaningful development opportunities and enhancing our policies.”