We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. A positive % represents a pay gap in favor of Male employees. A negative % represents a pay gap in favor of Female employees.

Mean and Median Results

Gender pay gap (Mean) 9%
Gender pay gap (Median) 9%
Bonus gender pay gap (Mean) 0%
Bonus gender pay gap (Median) 0%

The proportion of male employees earning bonus

  • 0%.

The proportion of female employees earning bonus

  • 0%.

Quartile gender splits

Quartile % Male % Female
Upper 100% 0%
Upper Middle 0% 100%
Lower middle 0% 100%
Fourth 100% 0%


Gender pay gap (Mean)

Similarly, to last year, the overall gender pay gap (Mean) is driven primarily by the higher paid roles within the business being occupied by male employees. Due to our Ops Director taking pay cut, majority of Head Office staff and the Non-Executive Directors (N.E.D.s) being on furlough leave, we are now reporting a gender pay gap of 9%, which is an improvement on last year’s 16.3%.

Gender pay gap (Median)

Although the median gender pay gap is higher than last year, from 6.8% to 9% for the period, however if we take the average of last year’s mean and median gender pay gap, it will equal to 11.55%, where we see an improvement of 9% this year.

Bonus gaps (Mean & median) & proportion of employees receiving bonus

There were no bonuses paid to any relevant, and full-pay relevant employees within the 12-month period that ends on the snapshot date of the 5th of April 2020.

Proportion of men and women in each quartile

As we have one employee in each quartile, we are adding employees from upper quartiles together and from lower quartiles together to get us to have 2 halves, this is to understand the proportion of man and women in each half. This year we have equal proportion of men and women in each half, which is due to having both genders in higher and lower positions. SUMMARY OF FINDINGS Crussh is in line with our legal obligations surrounding the Equal Pay Act 1970 and is generating a slightly weighted pay gap in favor of men due to the gender of the higher paid executives being predominately male. With this being said, this year’s report does show an improvement towards closing the Gender pay gap. It should however be noted that this is not as a result of increasing female representation within the higher paid executive roles. This is as a result of the higher paid executive male roles being paid less than the previous period and majority of our employees being on furlough leave agreeing to receive reduced pay. As suggested with the last report, it would be prudent to review our talent development strategy and address the shorter representation of females within our Store Manager/ Senior Management, higher paying roles. This could be tackled by identifying the skills that our longer serving male employees have, and delivering bespoke development aimed to provide these skills to our female talent, thus enhancing the likelihood of their future selection. I would recommend that some corrective action is taken over the coming year. There has been no adverse publicity or effect post publication this year, but it is likely that businesses that fail to show a consistent improvement over the coming years will come under some external pressure to answer why. Crussh could also choose to monitor and work towards greater diversity at a senior level, ensuring that there is a conscious approach towards a more diverse talent pool within our executive roles. I confirm the above data is true and accurate. Simon Foster, CEO Crussh Fit Food and Juice Bars
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