Our success is thanks to the dedication, commitment, and hard work of our 40,000 amazing colleagues.
Offering our fantastic team fair and equitable pay is non-negotiable and is why we’re proud to have the highest hourly wages in the supermarket sector, this year becoming the first supermarket to pay a minimum of £11.40 an hour.
At Aldi, our colleagues’ pay depends solely on the type of work they do and how long they have worked for us.
A new Store Assistant, for example, will now earn a market-leading hourly rate of £11.40 (£12.85 inside the M25) which rises according to length of service. Like all roles at Aldi, no other factors are considered, and we pay men and women exactly the same for doing the same job.
It’s important to distinguish between the gender pay gap and equal pay as the two are often confused.
Aldi’s mean gender pay gap is 10% and our median is 8.7%. Despite bringing our gender pay gap down significantly since records began in 2017, we saw a slight increase between 2021 and 2022. Over the long term, we are confident that our gender pay gap is on a downward trajectory.
As part of the gender pay gap reporting process, employers are required to split their workforce into four groups based on pay, and to show the proportion of male and female colleagues in each quartile.
While we have reduced our overall pay gap significantly since records began in 2017, we know we still have more work to do and are always looking for new ways to make careers at Aldi even more inclusive. We have a number of longer-term initiatives, including our accelerate and mentoring programmes, in place to help more women access senior roles at Aldi.
The mean bonus gap between men and women at Aldi was 7.2% and the median gap was 0% in 2022, compared with 36.8% and 26.8% in 2021.
In 2021 we paid bonuses to an unprecedented number of Store colleagues to thank them for their hard work during the Covid-19 pandemic. This has amplified the impact on our bonus pay gap due to the current distribution of men and women in our workforce.
In 2022, we showed our appreciation for our colleagues through pay rises instead, becoming the first supermarket to announce a minimum of £11.00 an hour for all hourly paid Store colleagues.
Our pay structure is completely gender-neutral, but we know there is always more we can do, and we are absolutely committed to continuing to close our gender pay gap.
We rigorously track gender representation at all levels of our business, enabling us to identify where new initiatives will have the most impact. Using this intelligence, we are delivering many exciting programmes to attract, retain and support women at Aldi.
For example, all of our colleagues at Executive Manager level received dedicated diversity and inclusivity training in 2022 that will empower them to better identify and tackle important issues like unconscious bias.
Our female mentoring programme has been underway since 2021 and is helping us to identify ways to improve female representation at senior levels, reducing our gender pay gap. We’ve introduced paid leave for women undergoing fertility treatment and have an ongoing program of menopause awareness initiatives including support guides, webinars, and a menopause colleague hub.
Beyond the gender pay gap, we recognise the importance of diversity and inclusion and understand that Aldi needs to do even more to better reflect all of the communities we serve.
Ruth Doyle, Managing Director of HR