Circle K – Retail Gender Pay Gap Reporting 2023
Reporting date: 1st June 2023, data time range: 02/06/2022 - 01/06/2023
| Mean | -1.8% |
| Median | 0.02% |
Representation of Women within our frontline teams:
| Female | Male | |
| Sales Customer Representative | 43% | 56% |
| Assistant Store Manager | 60% | 40% |
| Store Manager | 54% | 46% |
In Circle K we are proud to continue our solid focus on Diversity and Inclusion in 2023. The company has a centralised recruitment function in place which means consistency in policies and standards across all of our stores, and the use of Harver Assessments ensures bias free screening at application stage. Circle K is now taking the additional measure to eliminate Gender bias from the recruitment process with the introduction of a Gender Biased Decoder in all job adverts through sourcing channels.
Our 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 company has seen a slight swing in favour of females this year. This is a result of the number of females in higher paid roles increasing again on last year. We will continue in our focus on Diversity and Inclusion and making opportunities for progression equally accessible to all. All our colleagues can avail of fertility leave and miscarriage leave, regardless of position, service or fulltime/part time status.
| Gender | Lower | Lower Middle | Upper Middle | Upper |
| Male | 52.1% | 49.4% | 49.7% | 51% |
| Female | 47.9% | 50.6% | 50.3% | 49% |