The Environment

Modern Slavery Act Transparency Statement

Smiggle is part of the Just Group, and its statement pursuant to section 54 of the UK’s Modern Slavery Act 2015 can be found on the Just Group’s website at the following link:

http://corporate.justgroup.internal/asp/ethical.asp

The statement sets out the steps taken by the company and other relevant group companies during the previous financial year to prevent modern slavery and human trafficking in its business and supply chains. The statement has been approved by the board, and will be reviewed and updated.

WASTE ELECTRICAL & ELECTRONIC EQUIPMENT (WEEE) REGULATIONS

The UK WEEE regulations require that businesses involved in the supply of electrical equipment take an active role in its collection and recycling. So that you can get your old electrical products recycled, Smiggle has made a financial contribution toward the development of improved recycling collection points (know as ‘Designated Collection Facilities’) throughout the UK through our membership of the Distributor Take Back Scheme (DTS).

Smiggle does not accept returns of household WEEE in store and cannot accept WEEE returns for recycling, neither will we make arrangements for its collection. For your nearest recycling centre and for helpful tips on recycling please visit www.recycle-more.co.uk

UK households dispose of 1.2 million tonnes of electrical and electronic waste every year. This is the equivalent of 150,000 double decker buses and would be enough to fill the Wembley Stadium 6 times over.

To remind you to recycle all new electrical products are marked with a crossed out wheeled bin symbol. Please note that products bearing this symbol should not be disposed of as municipal waste and need to be kept separate from other waste to avoid potential harmful effects on the environment and human health as the result of harmful substances in Waste Electrical and Electronic equipment (WEEE).

Gender Pay Gap Reporting

Smiggle UK is required by law to publish an annual gender pay gap report.

  • The mean gender pay gap for Smiggle is 18.5%
  • The median gender pay gap for Smiggle is 9.8 %.
  • The mean gender bonus gap for Smiggle is 25.4%.
  • The median gender bonus gap for Smiggle is 25%.
  • The proportion of male employees in Smiggle receiving a bonus is 10%
  • The proportion of female employees receiving a bonus is 6 %.

Pay quartiles by gender

Band

Males

Females

Description

A

12%

88%

Includes all employees whose standard hourly rate places them in the lower quartile

B

8%

92%

Includes all employees whose standard hourly rate places them in the lower middle quartile

C

12%

88%

Includes all employees whose standard hourly rate places them above the median in the upper middle quartile

D

16%

84%

Includes all employees whose standard hourly rate places them in the upper quartile


The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

What are the underlying causes of Smiggle's gender pay gap?

Under the law, men and women must receive equal pay for:

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value.

Smiggle UK is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).

Smiggle is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation. In addition, men are more likely to be in technical and IT-related roles, which attract higher rates of pay than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children.

This pattern from the UK economy as a whole is reflected in the make-up of Smiggle’s workforce, where the majority of front-line customer assistants and store managers are women, while the majority of senior manager and technical expert roles are held by men.