The Environment

Modern Slavery Act Transparency Statement

Smiggle UK Limited is a subsidiary of Premier Investments Limited (Premier). Premier is a public company listed on the Australian Securities Exchange. Premier's Modern Slavery Statement has been prepared to comply with the requirements of the Australian Modern Slavery Act together with section 54 of the UK’s Modern Slavery Act 2015. A copy of Premier's Modern Slavery Statement can be downloaded here.

The statement outlines the steps Premier took in the 12 months to 30 July 2022 to ensure it, and each of its subsidiaries, assessed and addressed modern slavery risks across its entire supply chain. In particular, the statement includes information on the company's structure and supply chains, policies on modern slavery (and ethical sourcing more generally), due diligence processes, risk assessments, the effectiveness of the company's actions and staff training.

WASTE ELECTRICAL & ELECTRONIC EQUIPMENT (WEEE) REGULATIONS

• Buying a new electrical or electronic item from us? We'll recycle the one you’re replacing for free. Simply bring the old electrical item in within 28 days, show us the receipt for its replacement and we’ll do the rest.


• You can also find local recycling points for your old electricals here

Why recycle?

• Recycling and reusing unwanted electrical or electronics can help save the planet, boost the economy and improve lives. Not only that, electrical and electronic equipment (EEE) contains materials, parts and substances which can be dangerous to the environment and harmful to human health if not disposed of correctly.


• Electrical and electronic equipment is now the fastest growing waste stream in the UK and across the world.


• Discover the impact of reusing and recycling your electricals here Recycle Your Electricals campaign.
  

What can I recycle?

• Anything with a plug, battery or cable can be recycled or reused! The materials from recycled electricals can be used in everything from children’s playgrounds to lifesaving equipment, while donated tech can help bridge the digital divide.


• You’ll find this symbol on all your electrical items. It is a reminder to recycle your old electricals, rather than binning them.

Reducing waste electricals

• As part of our commitment to reducing the amount of unwanted electrical waste being incinerated or sent to landfill sites, we’ll recycle your old electricals free of charge when you buy new ones. Together we can stop precious resources from being lost forever, save lives and help protect the planet.


• Every year, we collect, reuse and recycle thousands of tonnes of old electrical and electronic equipment.


• We take all your old electricals to a recycling plant for processing and separate into individual materials, so they can be turned into new, more useful things. Watch this film about how your old electricals are recycled.


• Waste Electrical and Electronic Equipment (WEEE) is regulated by the UK Government.Find out more here.


• We’re proud to be working with the national Recycle Your Electricals campaign.

Gender Pay Gap Reporting – 2023-24

As at the reporting date, 5 April 2024, Smiggle employed 567 full time relevant employees with 58 (10.2%) being male and 509 (89.8%) female. The percentages of male and female employees remain stable despite the 2.74% decrease in headcount from last year. These statistics are similar to previous years and is driven by an overrepresentation of our female employees within our Retail teams, where we tend to attract fewer male candidates due to our brand and customer profile.

Our portfolio of stores has also reduced in the last few years post Covid which may have impacted our headcount.

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.

We are proud of our inclusive culture that sees a high percentage of our female employees within our senior leadership teams across all sectors of our business i.e. Retail stores and Head Office.

Our workforce composition is similar to other retailers with women being the majority. Women make up 90% of store roles and 80% of non store based roles. This higher % composition of non store staff being men slightly skews the mean gender pay gap of 6.84% towards men, but is a 1.9% percentage reduction from last year. The median pay gap however shows at the midpoint there is no difference between the pay rates for males and females.

The mean gender bonus gap of 42% towards men is also skewed due to our workforce composition. The median bonus gap is skewed 54% towards men. Bonuses were paid to both our Retail stores and Head Office employees. The results show a significantly higher proportion of female employees receiving bonuses however both the median and mean bonus pay gap results are significantly affected by the very small sample size of male employees.

This can also be attributed to the bonus calculations including both part time and full-time employees, and a significantly higher proportion of female employees working part-time compared to men.

From this analysis, Smiggle is confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work.

Aspiring to be fully inclusive, we also recognise that some of our employees might self-identify as non-binary or agender. Whilst Gender Pay Gap regulations require us to identify our employees as men or women we fully support our employees who choose not to be identified in this way.

The Gender Pay Analysis results:

• The mean gender pay gap is 6.84%
• The median gender pay gap is 0%
• The mean gender bonus gap is 42%
• The median gender bonus gap is 54%
• The proportion of male employees receiving a bonus is 23.46% and the proportion of female employees receiving a bonus 19.75%

Pay Quartiles By Gender

Band	Males	Females	Description
A	10.56%	89.44%	Includes all employees whose standard hourly rates places them in the lower quartile
B	9.86%	90.14%	Includes all employees whose standard hourly rates places them in the lower middle quartile
C	7.04%	92.96%	Includes all employees whose standard hourly rates places them in the upper middle quartile
D	13.48%	86.52%	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 Gender pay gap reporting: guidance for employers updated on 9 January 2024.

Our commitment is to maintain gender pay quality 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 teams. This is reflected in delivering both face to face and online zoom training sessions to set up team members for upcoming leadership opportunities.