Circle K – Retail Gender Pay Gap Reporting 2022

Reporting date: 30th June 2022, data time range: 01/07/2021 - 30/06/2022

Representation of Women within our frontline teams:

In Circle K we are proud to have a solid focus on Diversity and Inclusion for a number of years. Unconscious Bias Training was launched for all colleagues in the past 2 years, and a centralised recruitment function is in place to avoid bias at screening. Fulltime and Part time colleagues enjoy the same rates of pay and benefits, and there is a structured Salary banding in place for Store Managers. All bonus schemes are performance related.

The small Gender Pay Gap of 1.14% is largely driven by two factors:

1. Night Shift roles, which attract a higher premium have more interest from Male than Female candidates. Despite making these roles accessible to both genders, the company has a much higher percentage of male colleagues in place.
2. Unpaid family leave: we have a higher percentage of female colleagues on unpaid family related leave, and for longer periods than their male counterparts.

We continue to strive for a Zero Gender pay gap. We recently introduced two additional paid leaves – fertility leave and miscarriage leave. These are available to all colleagues, regardless of position, service or fulltime/part time status. Our aim is to continue to focus on our robust D&I strategy, and enhancement of benefits for all colleagues.