Gender Pay Report 2023
Published April 2024
At OKA, our mission is to inspire our customers to break the rules and create a home that reflects their personality. We believe that as a team, we are stronger together and that each of us plays a pivotal role in making that mission a reality.
As a business founded by three female friends, people are at the heart of OKA; their passionate love for the brand has been integral to its success to date. As such, we are committed to building a working environment that is a fair and safe space for all, promoting equal opportunities and encouraging equality, inclusivity and diversity in all our employment practices, policies and procedures. A diverse workforce, comprising people from different backgrounds, of different ages and with different experience isn’t just the right thing to do; we believe it brings valuable insight and ideas, and ultimately enhances the way we work. With this in mind, we welcome our participation in the UK Government’s commitment to tackle gender inequality by publishing our first Gender Pay Gap Report, showing the pay differences between females and males working at OKA.
Mark Saunders CEO OKA Direct Ltd
Gender Pay Gap Report
What is Gender Pay Gap Reporting?
Under the UK Government’s gender pay reporting legislation, employers with 250 or more employees are required to publish statutory calculations every year to show how large the pay gap is between female and male employees.
Gender pay gap reporting and equal pay are different. Equal pay deals with the difference in pay between females and males who carry out the same or similar work, or work of equal value. We are confident that females and males at OKA are paid equally for equivalent roles, and we remain committed to providing equal pay for equal work.
Gender pay gap reporting shows the difference in average hourly rates of pay between all males and females within a company as whole. It is calculated as a mean (average) and median (mid-point) figure and expressed as a percentage. It also covers the difference in mean and median bonuses paid.
Under gender pay gap reporting, a company must also publish the proportion of females and males receiving a bonus payment, and the proportion of females and males when divided into four groups (‘quartiles’) ordered from lowest to highest pay.
Our gender pay gap calculations are based on a snapshot date of 5th April 2023, covering the 12-month period running up to that date.
Gender Pay Gap Report
Our Gender Pay & Bonus Gap
The gender pay gap shows the difference in the average and median amount that male and female employees earn at OKA.
This is for 247 employees included in the reporting period.
Our mean pay gap for 2023 has unfortunately increased by 5.7% since 2022, however our median pay gap for 2023 has decreased by 15.1%.
The primary reason for the rise in our mean pay gap is attributed to the increase in the number of roles occupied by males within our top 100th percentile.
The decline in our median pay gap can be attributed to our continued status as a Real Living Wage employer, which resulted in a significant salary uplift in our large retail population, the majority of whom are female.
The bonus gap shows the difference in the average and median bonuses female and male employees received at OKA in the 12 months up to the reporting date.
Our mean bonus gap has decreased by 16.1% since 2022, and our median bonus gap has increased by 14.8% since 2022.
The reduction in this figure is primarily driven by the sales-based bonuses received by our retail teams and the significant disparity between female and male representation within this population.
Median Bonus Gap
10% -10.3% Mean Pay Gap Median Pay Gap Mean Bonus Gap -5.4% 17.4%
Gender Pay Gap Report
Gender Demographic per Quartile
Males in Hourly Pay Quarter
OKA’s Demographic Split at Snapshot Date
Given OKA’s gender balance above, overall, our pay quartile results are closely representative of our workforce demographic.
Since our 2022 report, there have been positive shifts in our quartile split, for instance female representation in the upper and upper-mid quartile have both increased by 4%.
37% 63%
Females in Hourly Pay Quarter
41% 37% 24% 42% 0% 20% 40% 60% 80% 100% Lower Quartile Lower-Mid Quartile Upper-Mid Quartile Upper Quartile 59% 63% 76% 58% 0% 20% 40% 60% 80% 100% Lower
Quartile Lower-Mid Quartile
Upper-Mid Quartile
Gender Pay Gap Report
Upper Quartile
Declaration
Our Gender Pay Gap figures have been calculated based on a snapshot date of the 5th April 2023 in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. We confirm that the data contained within this report is accurate.
Gender Pay Gap Report