At Mountain Warehouse we’ve been offering unbeatable value for money and outstanding quality since we opened our first store in 1997.

We have stores around the globe, including Europe, the United States, Canada and New Zealand, offices in the UK and Canada, and ship to over 100 countries from our 9 international websites. We have a growing family of over 5 million customers and over 3,000 colleagues across the globe.


The 12 months to April 2021 were unprecedented in the history of Mountain Warehouse. The pandemic has tested the resilience and adaptability of all our colleagues at a time of extraordinary uncertainty. Our data sets for 2020 and 2021 are significantly skewed by the pandemic, and as such we have also produced ‘normalised’ data so that we can properly measure our gap. Our results show that we still have work to do. Improving our diversity remains a priority and we continue to focus on initiatives that make a meaningful difference to achieving that goal.

I am proud to lead the talented team at Mountain Warehouse. We gain strength from the diversity of our workforce, be that age, religion, ethnic origin, gender, sexual orientation or nationality. We strongly believe in equality for all and that includes equal pay for equal jobs and equal opportunities for all employees.

I can confirm that our gender pay gap statement is accurate and correct as at 5th April 2021.

Mark Neale, Founder

 






100% of Mountain Warehouse employees are paid equally for doing equivalent jobs.


Gender Pay Gap

The median and mean average differences in ordinary pay for all female and male colleagues are shown below. Our published data for 2020 and 2021 is skewed by the majority of our colleagues being on Furlough at the test date. We have therefore also presented normalised data which shows the true underlying position of gender pay at Mountain Warehouse by including all colleagues in the data.

  2021
NORMALISED
2021
PUBLISHED
2020
NORMALISED
2020
PUBLISHED
2019
PUBLISHED
Median hourly wage of women Equal 27.9%
lower
0.5%
lower
51.9%
higher
4.5%
lower
Mean hourly wage of women 13.6%
lower
26.0%
lower
8.8%
lower
49.0%
lower
9.5%
lower


Gender splits by Pay Group Quartiles

The proportion of male and female colleagues according to quartile pay groupings are shown below. Our published data for 2020 and 2021 is skewed by the majority of our colleagues being on Furlough at the test date. We have therefore also presented normalised data which shows the true underlying position of gender pay at Mountain Warehouse by including all colleagues in the data.


2021
NORMALISED

     Males     Females

Upper Quartile 49.4% 50.6%
Upper Middle Quartile 37.8% 62.2%
Lower Middle Quartile 33.9% 66.1%
Lower Quartile 40.4% 59.9%

2020
NORMALISED

     Males     Females

Upper Quartile 47.6% 52.4%
Upper Middle Quartile 37.9% 62.1%
Lower Middle Quartile 35.4% 64.6%
Lower Quartile 47.2% 52.8%

2021
PUBLISHED

     Males     Females

Upper Quartile 60.6% 39.4%
Upper Middle Quartile 43.3% 56.7%
Lower Middle Quartile 38.5% 61.5%
Lower Quartile 31.4% 68.6%

2020
PUBLISHED

     Males     Females

Upper Quartile 100%
Upper Middle Quartile 100%
Lower Middle Quartile 100%
Lower Quartile 40.0% 60.0%

Bonus Pay

The median and mean average differences between bonus pay for female and male colleagues.

  2021
PUBLISHED
2020
PUBLISHED
2019
PUBLISHED
Median bonus pay gap 73.6% 32.8% 33.3%
Median bonus pay gap 50.4% 27.2% 35.4%

The proportion of male and female colleagues who received a bonus