ASOS : Gender and Ethnicity Pay Gap Report 2020/21 (Report)

Gender and Ethnicity Pay Gap Report 2020/21

Fashion With Integrity

01 People	Gender pay	Gender and Ethnicity Pay Gap Report 2020/21

• bonus gap and pay quartiles

Our purpose is to give our	Mean pay gap			Pay quartile 1				Pay quartile 2
customers the confidence	2020	30.6%		(lowest)
to be whoever they want
to be, and that goes for	2021	32.3%		23%	22%			32%			20%
our people too.		Male	Male					Male
							Male
At ASOS, we believe in a world where you have	Median pay gap		2020	2021			2020			2021
freedom to explore and express yourself without	2020	41%	77%	78%					80%
judgement, no matter who you are or where you		68%
			Female
are from. A world where you value yourself and		44.8%	Female	Female		Female
feel proud of who you are. Where individuality is	2021
a source of confidence because difference
makes the world a better place.
We're driving diversity, equity and inclusion (DEI)	Mean bonus gap			Pay quartile 3				Pay quartile 4
across every aspect of our business, and while		56.7%						(highest)
we have made some significant improvements in	2020
some areas over the last 12 months, we know we	2021	59.5%		Male	Male	39%			41%
have a long way to go. We are using all our data				33%	38%
to help us lay the foundations of a truly inclusive			2020	2021		Female	2020	61%	Female	2021	59%
culture and create a people experience that is	Median bonus gap
						Male			Male
like no other.
		67%	62%
	2020	33.6%
	Female	Female

2021		53%

	2020	Bonus receiver		Reasons for the Gender Pay Gap
		The reason for our gender pay gap is all about representation. Put	In addition, we continue to insource lots of entry-level roles
	Male				6%		simply, women are under-represented in senior roles and in higher	mainly filled by women (and outsource lots of those filled mainly
									paid functions such as Tech. Whereas men are under-represented	by men). For example, women make up 60% of our in-house
	Female				3%		in entry-level roles such as buying and in-house Customer Care.	Customer Care team and 85% of our Commercial team. Most of
									While we have made some progress (for example, we've hired 23%	these roles are entry level. The other area where we have a lot of
	2021					more women into leadership roles in the last 12 months), women	entry-level roles - Supply Chain and Logistics - is mainly filled by
Nick Beighton, CEO					make up 65% of the overall workforce at ASOS, but only account	men. However, because this team is outsourced to a third-party
	Male					83%		for 42% of our combined leadership roles and only 28% of our	supplier, their salaries are not included in the data.
									Tech function.
	Female					75%

02 People	Ethnicity Pay	Gender and Ethnicity Pay Gap Report 2020/21
	Gap & pay
	quartiles

Mean Ethnicity Pay Gap	Pay quartile 1	Pay quartile 2
	(lowest)

2020	14%
	4.5%	21.1%	19.6%	26.5%	21.8%
2021	Ethnic	Ethnic	Ethnic	Ethnic
Minority	Minority	Minority	Minority
Median Ethnicity Pay Gap		2020	2021	2020	2021
2020	15.3%	78.9%	80.4%	73.5%	78.2%
2021	-5.9%	White	White	White	White

Mean ethnicity bonus gap	Pay quartile 3	Pay quartile 4
		(highest)

2020	69.2%	20.7%	22.7%	15.7%	20.0%
		Ethnic
		Ethnic	Ethnic	Minority	Ethnic
	30.7%	Minority
2021	Minority	Minority
	Median ethnicity bonus gap	2020	2021	2020	2021
2020	94.3%	79.3%	77.3%	84.3%	80.0%
		White	White	White	White

2021	1.1%

Pay Gap by ONS category			Reasons for the Ethnicity Pay Gap
(gap stated in comparison to the White ethnic group as a whole)
While we have made significant progress in closing our overall	In addition, we also have unequal representation of different
Ethnic group	Mean pay gap	Median pay gap
EPG over the past year, we still have a pay gap for different	ethnic minority groups across different functions. For example,
	2020	2021	2020	2021	ethnic groups. Ethnic minority ASOSers are under-represented	we have more Asian/Asian British ASOSers in higher paid roles
Asian/Asian British	3.5%	-6.1%	-5.7%	-32.3%	at leadership level. This is our single biggest driver of our pay	in Tech and more Black/Black British ASOSers in entry level roles
					gaps, and while we have increased the number of ethnic minority	in our Customer Care and Commercial teams.
Black/Black British	26.3%	17.0%	35.3%	13.4%
					ASOSers holding leadership positions by 45% since August 2020,
Mixed/Multiple Ethnic Groups	15.8%	15.2%	25.2%	14.1%
we still have much more work to do. Ethnic minority ASOSers	It's important to note that we do not currently hold ethnicity data
Other Ethnic Group	17.2%	-5.6%	11.4%	-17.7%
make up 19.2% of the overall workforce; however, they only	for 11.3% of ASOSers, this cohort is therefore excluded from the
					account for 7% of our combined leadership roles.	EPG calculations. In the last 12 months, we have increased the
							number of people declaring their ethnicity data by 23%; however,
							cleaning up our data to ensure we have an accurate demographic
							picture of ASOS remains a focus for us.

03

People

Gender and Ethnicity Pay Gap Report 2020/21

How we're	While we continue to focus on	Our strategic themes that directly
making a	reducing our Pay Gaps, we recognise	tackle both the GPG and EPG are built
that the Gender and Ethnicity Pay	into our wider DEI plans as follows:
difference	Gap (GPG and EPG) data is only one	of the demographic make-up of ASOS.	improvements to policy and benefits. We will launch a
measure of building a truly inclusive
						• Cleaning up our data to ensure we have an accurate picture	• Supporting families through flexible working and continuous
	culture where all ASOSers feel		package of policies to provide crucial support, including paid
	confident to be whoever they want
	• Empowering both women and ethnic minority ASOSers into	leave, to colleagues of all genders and circumstances going
	to be, bring their best selves to work	leadership through external recruitment and targeted internal	through health-related life events that require time off work
	and deliver great results.	progression to achieve our 2023 and 2030 targets as detailed	or flexible working arrangements. These new policies will
	above. Our Future Leaders programme, which targets ethnic	provide support to any ASOSer experiencing: pregnancy
	We remain pragmatic that we aren't able to transform overnight;	minority women currently at mid-senior level, is one way that	loss, fertility treatment, the menopause, and wider health-
	we're already addressing this imbalance.	related life events such as cancer treatment or gender
	we've made some good progress but still have work to do. This
		reassignment surgery.
	year we have launched our 2030 Fashion with Integrity Strategy.
	• Championing more women in technology through specific
	Through our Be Diverse goal, we'll drive DEI across every aspect
	talent acquisition strategies to broaden our talent pool at	• We are implementing a market-based approach to managing
	of our business, with a focus on leadership representation and
	all levels, gender balanced shortlists and unconscious bias	base pay. This data-driven approach reduces the impact of
	ensuring every ASOSer can be their authentic self at work. Our
	training. We will have more than 40% female representation in	judgements about individuals.
	initial targets are achieving 50% female and over 15% ethnic
	engineering, product and science (technology) roles by 2030.
	minority representation across our combined leadership team
	Building on the success of our Future Leaders programme, we
	by 2023, and at every leadership level by 2030.	Click below for more information on our:
	plan to launch a Technical Skills Development programme for
						Women in engineering and science.	Fashion with Integrity Strategy
						• Building a truly inclusive culture beyond the protected
						characteristics through education and engagement. We
						will have no difference in engagement scores and functional
						attrition rates across all demographics from 2030, with all
						ASOSers able to be their authentic selves at work.

Jo Butler, Chief People Officer