ABOUT NEWS CONTACT GENDER PAY GAP REPORT The gender pay gap is defined as the difference in the average pay between men and women. This differs from an equal pay gap, which is a failure to pay men and women like pay for like work. The business was adversely affected by the Covid-19 pandemic during 2020 with a substantial proportion of employees furloughed under the government job retention scheme during the snapshot period in April. Many of the managerial staff remained working in the business during this period to ensure business continuity. However, as furloughed employees are removed from the gender pay gap calculations, this has distorted the gender pay figures for 2020. We have therefore included figures in the tables below to show the mean, median and quartile percentages excluding furloughed employees (as mandated by the gender pay gap reporting requirements) and including furloughed employees (at their normal, non-furloughed pay rates) to show a true view of the pay gap within the business. Excluding Furloughed employees Including Furloughed Employees Mean Median Mean Median Hourly pay 50.3% 23.2% 26.5% 8.9% Mean Median Bonus 84.8% 26.4% The above table shows our mean and median hourly gender pay gap and bonus gap as at the snapshot date (i.e. 5 April 2020 (pay) and in the 12 months reference period to 5 April 2020 (bonus)). Our analysis of our gender pay gap shows that it is largely driven by the fact that there are more men in higher paid, senior managerial roles within the business. When we adjust for this factor, our mean pay gap drops to 18.8% (excluding furloughed employees) and 9.3% including all furloughed employees, where any differences can largely be explained by skill set or time in role factors. When looking at our bonus gap it is predominantly driven by two key factors, the first being by the amount of bonus paid to the shareholders and secondly that there are more men in senior managerial roles in the business. When we adjust for these two factors our mean bonus gap drops to 4.9%. At John Cotton Group Limited we are confident that men and women are paid equally for doing equivalent jobs across our business. Proportion of employees receiving a bonus Male 51.6% Female 72.0% Pay quartiles – Excluding Furloughed employees Lower Upper Lower middle middle Top quartile quartile quartile quartile Male 58.2% 69.1% 72.2% 87.0% Female 41.8% 30.9% 27.8% 13.0% Pay quartiles – Including Furloughed employees Lower Upper Lower middle middle Top quartile quartile quartile quartile Male 60.4% 60.8% 77.5% 83.3% Female 39.6% 39.2% 22.5% 16.7% The above tables illustrate the gender distribution across John Cotton Group Limited in four equally sized quartiles. The above figures are confirmed as accurate by: COMPANY INFORMATION AWARDS MEET THE TEAM GROUP OF COMPANIES John Cotton Group Ltd Nunbrook Mills Mirfield, West Yorkshire WF14 0EH Main Switchboard: 01924 496 571 Fax: 01924 499198 Email: sales@johncotton.co.uk T&Cs, Modern Day Slavery & Ethical Policy Whistle-blower Code Gender Pay Gap Report Retirement Benefits Scheme Statement of Investment Principles Quality & Environmental Policy Certificates GRS Certification