Laura Carr joins as Chief Financial Officer during FY19, and from that date the percentage of female members of our Group Board and Executive Board will change to 37% and 63% respectively.
At Dunelm, we are committed to paying men and women equally for roles of the same size and scale. Whilst the Gender pay calculation doesn’t measure this, as it reflects the average paid to men and women across the business, we see it as important in raising awareness to the important topic of gender equality. Our mean gender pay gap currently stands at 19.2%. You can find out more details regarding what action we are taking here.
Invest in our home-grown talent – “develop our people” is one of our business principles – providing training and development opportunities helps us retain talent in the business. We held career days for the first time this year across the entire business, showing colleagues the various career paths open to them within Dunelm.
Living our business principles – all new colleagues receive our “Little Book of House Rules” explaining our principles, which are used in recruitment and appraisals, and embedded into our colleague communications.
Some of the ways we bring our business principles to life include:
- “Housewarming” induction for new starters, to introduce them to us, our products and our way of doing things
- Communication through regular “huddles” (informal team briefings);a weekly topical email; our quarterly Gazette, In touch, and Yammer intranet communications and an annual strategy communication event
- Regular colleague council meetings attended by senior management, enabling colleagues to raise and discuss issues; the outcome is fed back to the Executive Board
- Our “always on” colleague feedback mechanism allows us to act on issues quickly. A number of key concerns affecting colleagues have been identified and addressed this year copies of our policies are available on our Group Policies.