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Gender Pay Gap Report 2022

Pay & Bonus Gap

PAY GAP 13.4% 4.8%

The above table shows MandM’s Gender pay Gap from the date 5th April 2022.

There was no bonus payment in 2022.

This captures the mean and median differences in hourly pay to men and women in the year up to and including 5th April 2022.

Pay quartiles

  • Lower Quartile - Womens 50.2%, Mens 49.8%
    Lower Quartile
  • Lower Middle Quartile - Womens 48.8%, Mens 51.2%
    Lower Middle Quartile
  • Upper Middle Quartile - Womens 57.1%, Mens 42.9%
    Upper Middle Quartile
  • Upper Quartile - Womens 66.3%, Mens 33.7%
    Upper Quartile
  • % MALES


The above chart shows the gender distribution across four equally sized pay quartiles.

This shows that MandM has a higher percentage of male colleagues in the upper and upper middle quartiles, a slightly higher percentage of female colleagues in the lower middle quartile and an almost even split in the lower quartile.

Understanding our data

At MandM we are confident that men and women are paid equally while working in equivalent roles.

Our data shows that we currently have a higher percentage of our male population based in more senior roles in the business.

Our actions

Although we believe that our Gender Pay Gap shows that we pay equally, we have taken steps to ensure we are monitoring this regularly in more depth and to ensure that these results are consistent in all areas.

Whilst there is a pay gap between male and female colleagues across the business, we are confident that we pay male and female colleagues equally for equivalent roles. We will continue to monitor this regularly and are confident that the published information is accurate

This statement is signed by the Chairman of MandM, Mike Tomkins

Mike Tomkins signature

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