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://www.justgroup.com.au/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 - 2019-20

Smiggle UK is required by law to publish an annual gender pay gap report. The data below is based on a total of over 820 employees as at 5 April 2019. Smiggle UK is committed to treating everyone fairly, regardless of their background and we look to provide opportunities to our team members based on performance.

The Gender Pay Analysis results:

  • The mean gender pay gap for Smiggle is 16.4%
  • The median gender pay gap for Smiggle is 4.6%.
  • The mean gender bonus gap for Smiggle is -23%.
  • The median gender bonus gap for Smiggle is 18.2%.
  • The proportion of male employees in Smiggle receiving a bonus is 4.4% and the proportion of female employees receiving a bonus is 4.34%

Pay Quartiles by Gender

Band

Males

Females

Description

A

9.8%

90.2%

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

B

11.4%

88.6%

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

C

8.8%

91.2%

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

D

14.4%

85.6%

Includes all employees whose standard hourly rates 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.

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

Our workforce composition is similar to other retailers with the majority of our UK team comprising of front-line customer assistants and store managers. The gender split of the overall team is 89% women and 11% men. This is reflected in the quartiles where a large proportion of each pay quartile is women.

Each store team member’s pay is based on pay ranges irrespective of gender. There are a small number of male senior managers and technical experts that skew the distribution of pay differences. However, the differences in the mean and median pay are reduced from last year reflecting the changes within the senior team during the year. ear.

Based on performance bonuses were paid to those Retail (front-line) team members who achieved their objectives. Our results in the mean and median bonuses paid reflect the population of the Retail group. While the mean (average) bonus result is -23%, due to the small number of males receiving a bonus, this skews the median bonus result to 18.2%.

We acknowledge that under the law that 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.

Our commitment is to maintain gender pay equality in our business and we will continue to:

  • ensure a balanced workforce in all areas of our business through recruitment and succession opportunities.
  • offer management and leadership development programmes across our Retail team in particular. This is reflected in the recent Just Future Leaders training which prepares team members for upcoming opportunities.