Gender Pay Gap

CDS Superstores International Limited is committed to promoting equality, diversity and inclusion across the organisation. We believe that all employees should be rewarded fairly for the work they perform and we regularly review our pay and reward practices to ensure they remain equitable and transparent.
2025
Median Hourly rate 0%
Mean Hourly rate (womens is this percentage lower) 7.00%
Upper (what percentage are women) 50.40%
Upper Middle (what percentage are women) 63.60%
Lower Middle (what percentage are women) 63.60%
Lower (what percentage are women) 61.00%
Bonus (women who received bonus pay) 6.85%
Bonus (men who received bonus pay) 10.02%
Mean bonus pay (womens in this percentage lower) 43.24%
Median bonus pay (womens is this percentage lower) 89.27%

Gender Pay Gap Overview

For the reporting period ending April 2025, the median gender pay gap remains at 0%, indicating that the median hourly rate of pay for men and women is the same within the organisation. This has been consistent since our reporting began in 2017 and reflects our commitment to maintaining equitable pay structures across comparable roles.

The mean gender pay gap for hourly pay is 7.0%. This represents a small improvement from 7.9% reported in 2024. The difference reflects the distribution of men and women across roles and levels within the business rather than unequal pay for the same work.

Pay Quartiles

Women continue to be well represented across all pay quartiles within the organisation. In 2025:

  • Upper quartile: 50.4% women
  • Upper middle quartile: 63.6% women
  • Lower middle quartile: 63.6% women
  • Lower quartile: 61.0% women

These figures demonstrate that women make up a significant proportion of the workforce at all levels, including senior roles within the upper quartile. The overall pay gap is influenced by the distribution of employees across these quartiles.

Bonus Pay

In 2025, 6.85% of women and 10.02% of men received a bonus payment. As in previous years, the difference in bonus outcomes is influenced by the types of roles eligible for bonus payments, the proportion of employees participating in bonus schemes, and the level of bonus opportunity attached to certain roles.

Our Approach

CDS Superstores International Limited remains committed to fostering an inclusive working environment and ensuring that opportunities for recruitment, development and progression are accessible to all employees. We will continue to monitor our gender pay gap data annually and review our policies and practices to support balanced representation across all levels of the organisation.

We confirm that the information contained in this report is accurate and has been calculated in accordance with the requirements of the Gender Pay Gap Information Regulations.

David Garland
Head of HR