Gender Pay Gap Statement

At Kurt Geiger we celebrate individuality, believing our differences make us more powerful as a collective.

Diversity, equity and inclusion are at the core of who we are and we strive to reflect this in every corner of our company culture, starting with the promotion of equal opportunities.

We are committed to creating an inclusive workplace where everyone is granted the opportunity to thrive as their authentic self.

Our CCO, who is female, heads up a predominately female team to deliver industry best design and product through a collaborative and all-inclusive environment. We are particularly proud of our Carvela brand which is designed by women for women. This all-female team lead the charge in developing product that is diverse, empowered and powerful.

Kurt Geiger, in partnership with Harrods and Selfridges, runs the shoe halls in both of these luxury powerhouses. Our Chief Merchant, who is also female, heads up these multi-million pound businesses supported by a diverse and dynamic team.



Understanding the Data  

According to the British Retail Consortium 2023 Diversity and inclusion report, the average retail work force is comprised of 53% women. Kurt Geiger is proud to be 80% female.

When calculating the results, the gender pay gap data is significantly influenced by this composition. There are fewer men, and when they are employed, they are likely to be based in head office where the average salary is higher. We are clear however that men and women doing the same role are paid the same.


Head Office Pay Gap

We have analysed the GPG results in head office in detail, in the knowledge that this is where the vast majority of men in our business work and where we need to understand the data in great detail.

The gap is explained by departments that men and women typically work in, with higher average salaries in Buying & Design, Merchandising, and IT. On the whole, many more men work in these departments than women.

The Merchandising and IT departments are headed by male senior leaders, which is therefore reflected within our results.

We are pleased to confirm that we have already increased the female senior leadership presence within our merchandising team and continue to make great strides towards more women working within our technology departments.


We know, and are confident that women and men are paid equally for comparative roles.


Closing the Gap

  • We continue to aim to create meaningful opportunities for women to fulfil their potential, through promotion opportunities and a modern and flexible working environment. We have recently updated & improved our time off for dependants’ policies, flexible working provisions and menopause support.
  • Actively promote and retain senior women in Merchandising, Digital and IT, the areas we have recognised where we need to improve our male to female mix.
  • Monitor and report on the number of females receiving promotions.
  • Continue to ensure that pay and reward is monitored fairly.