At Mountain Warehouse we’ve been offering unbeatable value for money and outstanding quality since we opened our first store in 1997.
We have stores around the globe, including Europe, the United States, Canada and New Zealand, offices in the UK and Canada, and ship to over 100 countries from our 9 international websites. We have a growing family of over 5 million customers and over 3,000 colleagues across the globe.
The 12 months to April 2021 were unprecedented in the history of Mountain Warehouse. The pandemic has tested the resilience and adaptability of all our colleagues at a time of extraordinary uncertainty. Our data sets for 2020 and 2021 are significantly skewed by the pandemic, and as such we have also produced ‘normalised’ data so that we can properly measure our gap. Our results show that we still have work to do. Improving our diversity remains a priority and we continue to focus on initiatives that make a meaningful difference to achieving that goal.
I am proud to lead the talented team at Mountain Warehouse. We gain strength from the diversity of our workforce, be that age, religion, ethnic origin, gender, sexual orientation or nationality. We strongly believe in equality for all and that includes equal pay for equal jobs and equal opportunities for all employees.
I can confirm that our gender pay gap statement is accurate and correct as at 5th April 2021.
Mark Neale, Founder
100% of Mountain Warehouse employees are paid equally for doing equivalent jobs.
Gender Pay Gap
The median and mean average differences in ordinary pay for all female and male colleagues are shown below. Our published data for 2020 and 2021 is skewed by the majority of our colleagues being on Furlough at the test date. We have therefore also presented normalised data which shows the true underlying position of gender pay at Mountain Warehouse by including all colleagues in the data.
| 2021 NORMALISED | 2021 PUBLISHED | 2020 NORMALISED | 2020 PUBLISHED | 2019 PUBLISHED | |
|---|---|---|---|---|---|
| Median hourly wage of women | Equal | 27.9% lower |
0.5% lower |
51.9% higher |
4.5% lower |
| Mean hourly wage of women | 13.6% lower |
26.0% lower |
8.8% lower |
49.0% lower |
9.5% lower |
Gender splits by Pay Group Quartiles
The proportion of male and female colleagues according to quartile pay groupings are shown below. Our published data for 2020 and 2021 is skewed by the majority of our colleagues being on Furlough at the test date. We have therefore also presented normalised data which shows the true underlying position of gender pay at Mountain Warehouse by including all colleagues in the data.
2021
NORMALISED
Males Females
| Upper Quartile | 49.4% | 50.6% |
| Upper Middle Quartile | 37.8% | 62.2% |
| Lower Middle Quartile | 33.9% | 66.1% |
| Lower Quartile | 40.4% | 59.9% |
2020
NORMALISED
Males Females
| Upper Quartile | 47.6% | 52.4% |
| Upper Middle Quartile | 37.9% | 62.1% |
| Lower Middle Quartile | 35.4% | 64.6% |
| Lower Quartile | 47.2% | 52.8% |
2021
PUBLISHED
Males Females
| Upper Quartile | 60.6% | 39.4% |
| Upper Middle Quartile | 43.3% | 56.7% |
| Lower Middle Quartile | 38.5% | 61.5% |
| Lower Quartile | 31.4% | 68.6% |
2020
PUBLISHED
Males Females
| Upper Quartile | 100% |
| Upper Middle Quartile | 100% |
| Lower Middle Quartile | 100% |
| Lower Quartile | 40.0% | 60.0% |
Bonus Pay
The median and mean average differences between bonus pay for female and male colleagues.
| 2021 PUBLISHED | 2020 PUBLISHED | 2019 PUBLISHED | |
|---|---|---|---|
| Median bonus pay gap | 73.6% | 32.8% | 33.3% |
| Median bonus pay gap | 50.4% | 27.2% | 35.4% |
The proportion of male and female colleagues who received a bonus
