Kurt Geiger Gender Pay Gap Report
This report is for consideration and context, to be read in conjunction with the data submitted as per Gender Pay Gap requirements on Gov.uk.
At Kurt Geiger we celebrate individuality, believing our differences make us more powerful as a collective.
Diversity, equity and inclusion are at the core of who we are, and we strive to reflect this in every corner of our company culture, starting with the promotion of equal opportunities.
We understand the importance of employing a workforce which reflects the diversity of our customers and believe this is vital to our success.
We strive to attract and retain diverse talent and our brand values, company ethos and brilliant products attract many women to our business.
We are committed to creating an inclusive workplace where everyone is granted the opportunity to thrive as their authentic self. We have strengthened our ambitions even further here, expanding our Business by Design programme which is a fully funded learning course designed to support young people from underrepresented backgrounds. (Kurt Geiger | Business By Design)
Our CCO, who is female, heads up a predominately female team to deliver industry best design and product through a collaborative and all-inclusive environment.
We are particularly proud of our Carvela brand which is designed by women for women. This all-female team lead the charge in developing product that is diverse, empowered and powerful.
Understanding the Data
We acknowledge the mean gender pay gap has increased this year and we have taken time to analyse , reflect and discuss this. A deep dive into the data demonstrates while the pay gap is minimal throughout quartiles 1 – 3, it is most apparent in quartile 4, within the highest earners of the organisation. We believe this is due to gender split of our team of directors and the higher concentration of male employees in this quartile than throughout the rest of our business.
It is noteworthy that the median average hourly pay gap has not increased since last year remaining at 16%. We believe the median to be a more accurate measure of typical pay rather than the mean, because it accounts for skews in the data.
Our analysis has shown that in fact there was a skew in data, due to a one off exceptional payment at the time of the snapshot in April 2025.
In terms of a broader analysis of our results, the gender pay gap data is significantly influenced by our workforce composition and aligns with the demographics of the retail sector.
According to the British Retail Consortium 2025 Diversity and inclusion report, the average retail work force is comprised of 58% women. Kurt Geiger is proud that 81% of our colleagues across retail and head office are female and 74% of managers across head office and retail are women.
To summarise succinctly how our composition effects our pay gap results: Kurt Geiger employs fewer men and, when they are employed, they are likely to be based in head office where the average salary is higher. We have a higher percentage of men in senior roles and a higher percentage of women in roles that tend to be lower on the pay scale.
It is important to us that we emphasise that Gender Pay Gap is not the same as Equal Pay. We know, and are confident that women and men are paid equally for comparative roles. This data does not reflect like for like comparisons where the pay gap is 0%.
Closing the Gap
We will continue to create meaningful opportunities for women to fulfil their potential, through promotion opportunities and a modern and flexible working environment.
We will continue to actively promote and retain senior women in the departments where gender balance is more challenging.
We will continue to monitor and report on the number of women receiving promotions and bonuses.
We will continue to ensure that pay and reward is monitored fairly.
Our Business by Design programme, which is led by an all-female team, supports young people from disadvantaged backgrounds wanting to work in the fashion industry. Students attend weekly training workshops before completing work experience across all head office departments. We believe this grassroots programme will effect positive change in the years to come and we are making long term investments here with our future senior female leaders.