Lands' End UK Gender Pay Gap Report 2024
UK companies with greater than 250 employees are required by law to publish an annual gender pay gap report.
The information in this report is a ‘snapshot’ of pay across all our 314 UK employee as of 5th April 2024.
How Is the Gender Pay Gap Calculated?
Companies must show the average (Mean) percentage difference in favour of men at a designated point in time (5th April 2024). There is an official calculation which, in summary, requires us to add together all the women’s salaries to find the average women’s hourly pay rate and then do the same for the men. The percentage published is the difference between the two averages.
We must also show the ‘Median’ difference in favour of men which is calculated by simply lining up all the women’s salaries in order of earnings and selecting the middle person. We do the same for the men and then compare the middle-placed woman and middle-placed man.
Lands’ End UK Pay Gap 5 April 2024 Pay Data:
- The Median Pay Gap is 5.1%
- The Average Pay Gap is 14.4% in favour of men.
- 62% of the workforce was women.
| Gender By Pay Quartile** | Male % | Female % |
|---|---|---|
| Highest Paid Quartile | 51% | 49% |
| 3rd Pay Quartile | 34% | 66% |
| 2nd Pay Quartile | 39% | 61% |
| Lowest Paid Quartile | 27% | 73% |
Key Observations
- This represents a slight decrease in our Average Pay Gap over last year from 14.5%.
- We have more Women than Men in every pay quartile, except the top paid quartile.
- There is a high female percentage in the lowest earnings 2 quartiles (67% female) which drives our average pay gap.
- It’s important to recognise, whilst we have more women working in the lowest pay quartiles, they are paid the same hourly rate as men owing to our fixed pay levels in these roles. For this report, when people are paid the same, we then use their contracted hours to sequence them and we have more Women, of their own choosing, working less hours than Men.
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2018
Bonus Payments
- There was a company bonus paid in 2024
- The mean difference in incentive pay is 4.1% in favour of men
- The median difference in incentive pay is – 8.7% in favour of women.
Bonus/ Incentives Payments Explained
This shows the percentage difference cash value of any vested share options between Women & Men.
Key Observations
At the snapshot date there had been changes in the Director team compared to 2023. On the snapshot date of 5th April 2024 there were 1 Female Director & 3 Male Directors.
What is Lands’ End UK doing to address its gender pay gap?
One of the key drivers is the number of women working in our Operational teams. Our fixed pay steps ensure there is zero pay inequality in Operations. Owing to the part time and flexible nature of those roles we currently have many more women than men apply for them, which inevitably will bring down the average pay.
Lands’ End will continue to audit and report to the Directors any noticeable gender payment concerns.
Lands’ End UK is committed to the principle of equal opportunities for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy, maternity, sexual orientation, gender reassignment or disability.
I, Bernd Leyendecker, HR Director- Europe; confirm that the information in this statement is accurate
| Signed |  |
| Position | Employee Services Director- Europe |
| Date | 21 March 2025 |