Gender pay gap

At Aldi we know that the success of our business is due to the dedication and commitment of our 36,000 colleagues across the UK, who deliver outstanding service to our customers every day. The effort they have put in to help feed the nation during the Covid-19 pandemic has only served to make that more apparent.

We are one of the leading employers in the retail sector and are proud to offer fair, equitable pay to all colleagues. In fact, we are the UK’s best paying supermarket and our entire salary structure is designed with fairness in mind.

At Aldi, our colleagues’ pay depends solely on the type of work they do and how long they have worked for the business.

A new Store Assistant, for example, will earn a market-leading hourly rate of £9.55 nationally (£11.07 inside the M25) which rises according to length of service. Like all roles at Aldi, no other factors are considered.

We are proud that we pay men and women exactly the same for doing the same job.

 

Gender pay gap vs. equal pay gap - what’s the difference?

It’s important to distinguish between gender pay and equal pay as the two are often confused. Gender pay is the difference between the average pay of men compared with the average pay of women and is expressed as a percentage difference.

Equal pay, on the other hand, is the legal requirement for men and women to be paid the same for performing the same work or work of equal value.

 

What is Aldi’s gender pay gap?

Aldi’s mean gender pay gap is 10.25% and our median is 7.08%. Overall, this is an improvement on our results last year, however, we are committed to continuously closing the gap, and we know there is still more we can do.

Aldi gender pay by quartiles

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.

Bonus pay

During the period our 2020 figures report on, bonuses were awarded to some colleagues based on length of service. No performance-based bonuses were paid.

The mean bonus gap was 9% and there was no median gap.

The majority of colleagues who received a bonus were women, reflecting the composition of our colleagues that work in stores.

 

Proportion of males and females receiving a bonus as a percentage of the total number of male and female colleagues

Our commitment to closing the gap

Aldi has always been an organisation where people can thrive and develop regardless of their gender or background and we continue to offer fair, equitable pay to all colleagues.

Our pay structure is completely gender-neutral but we know there is always more we can do to close our gender pay gap and this is something we are absolutely committed to.

We have a comprehensive Diversity and Inclusion Strategy that drives progress in all areas of the business. A key focus of this strategy is to understand our gender pay gap figures and drive continual improvement.

Gender representation at all levels and formats across our business is mapped, enabling us to identify where new programmes and initiatives will have the most impact. As a result, we have implemented many exciting initiatives to attract, retain and support women’s progression within Aldi. Beyond the gender pay gap, we recognise the importance of diversity and inclusion and understand that Aldi needs to better reflect all of the communities we serve, as well as providing more support to minority and under-represented groups.

That’s why we are currently making positive changes to the way we attract, recruit and support our people. We want to ensure that Aldi is a diverse, inclusive and supportive place to work for everyone.

James Hutcheson, Managing Director — National Finance and Administration