UK Gender Pay Gap Report 2017

Williamson-Dickie is a global workwear company outfitting workers head-to-toe. Started in 1922 as a Texas overalls manufacturer, we've grown to secure our current position as a global leader in workwear solutions, representing the top brand names in performance workwear: Dickies, Walls, Van Moer, Kodiak, Terra and Workrite. Our extensive product lines are available and successful in more than 100 countries, with 500 employees across EMEA and over £100 million in revenue.


Williamson-Dickie operates in the UK through its legal entity Williamson-Dickie Europe Ltd. This report details the Gender Pay Gap report for this entity. This UK Gender Pay Report is based on informationas of the snapshot date of 5 April 2017. We have used the ACAS and GEO Guidance on Gender Pay Reporting to calculate the data we are required to report. The mean and median gender pay gap is calculated based on the hourly rate of the payments received in the month of April, excluding overtime. The bonus gap considers pay received in the 12 months leading up to the snapshot date. The mean result is the average hourly rate of all male employees versus the average hourly rate of all female employees. The median result is the middle value of pay for men versus the middle value of pay for women. A positive figure would show where women received lower rates than men and a negative figure would show where women received higher rates than men.

As of the snapshot date, Williamson Dickie employed 323 people in the United Kingdom: 162 males and 161 female employees.

The required reporting is contained in the following charts:



Gender Pay Gap

We saw a mean gender pay gap that is disproportionately impacted by few top management roles with higher pay that have a European region reach. The Median Pay Gap figure (which is negative at -1.9%) shows that the effort to aligning on gender parity at Williamson Dickies over the past years has paid off. This is also reflected in the overall distribution of employees in each pay quartile, where there is a balanced view across the entire organization.

Bonus Pay Gap

Same reason applies for the gender bonus gap, also in this case disproportionally affected by few top management roles with higher pay and bonus. Again, looking at Median Bonus Gap Figure (15%) the results appear to be more in line with market data and the general efforts of the company to guarantee gender parity. This is already reflected in the general eligibility criteria, that can be traced in the proportion of employees being paid a bonus (61% for female, 55% for men).


The Pay Band Quartile distribution shows more female than male employees in the two lower quartiles, and a parity in the Upper Quartile. Only the Upper-Middle Quartile sees a majority of male employees. This is not unexpected, considering the current demographic make-up of our population. With more female employees entering the business in recent years, the results will update just simply following the normal career progressions in the organization.


We do recognize that more effort needs to be taken to ensure that our gender pay gap is improved. We do see, however, that our current actions have already shown results, and the influx of more women in the company in recent years is already showing results.

I confirm that the gender pay gap data contained in these reports are accurate and have been prepared in line with the mandatory requirements.

Kirk Ehrlich
Williamson-Dickie President EMEA