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Gender Pay Gap Report 2020

Nisa Retail's gender pay gap report for 2020 produced by Dataplan payroll limited and was published in October 2021.

Pay Data.

Difference in hourly rate

Mean Median
Women's mean hourly rate is 32.4% lower than men's Women's median hourly rate is 35.3% lower than men's

Pay Quartiles

The image below shows the gender distribution at Nisa Retail Limited when colleagues are placed into four equally sized quartiles based on pay.

Nisa Gender Pay Gap Report 2020 Pie Charts - Image 3 v4

Proportion of male and female staff in quartiles

Bonus Data.

Bonus Pay Gap

Mean Median
Women's mean bonus pay is 67.9% lower than men's Women's median bonus pay is 63.8% lower than men's

Proportion of staff receiving a bonus payment

Nisa Gender Pay Gap Report 2020 Pie Charts - Image 6 v3

Gender Pay Gap Report at 5th April 2020 | Nisa Retail Ltd

Established in 1977, Nisa is an award-winning group that helps independent retailers flourish in the retail market by distributing quality and competitive food and products at scale. With a turnover of more than £1.6 billion and employing approximately 350 direct employees primarily based at our Partner Support Centre in North Lincolnshire, Nisa’s retail strategy is to deliver benefits for more than 1,300 independent retailers (operating more than 6,300 stores nationwide) and help them grow their business in an increasingly competitive convenience retail sector with a full support structure.

In May 2018 the Co-operative Group Ltd completed its acquisition of Nisa Retail Limited. This brings enhanced buying capability, allowing Nisa Partners to trade their businesses in the way they choose, backed by competitive prices and promotions with access to a deeper range including a wide selection of Co-op’s award-winning, highquality own brand products across all categories.

In July 2021, colleagues employed directly by Nisa Retail Ltd are scheduled to be TUPE transferred to the direct employment of the Co-operative Group Ltd. This brings with it a wealth of benefits including alignment to Co-op’s pay and reward framework which is open to all colleagues. The transfer will enable Nisa to benefit from Co-op’s inclusive approach to attracting, selecting, hiring, and inducting new colleagues. In 2020, Nisa has aligned with Co-op’s inclusion commitments to which the transfer will further aid alignment of targets and measures along with respect at work policies and training.

A message from Ken Towle, Chief Executive Officer

Our approach to employee reward continues to remain gender neutral by design and we therefore remain confident that any gaps between male and female pay and bonus are driven primarily by the structure of our workforce. On the whole, we continue to have more men in senior roles which command higher levels of both pay and bonus potential. However, we positively promote equality in all areas of recruitment and retention, as well as offering numerous flexible and hybrid working and family friendly arrangements to strengthen our employee’s work-life balance.

Additionally, we are seeking to support women develop the skills and confidence to move into leadership roles, through industry initiatives including our very own Women in Nisa (WIN) network group and the Co-op Women in Wholesale and Grocery Girls, which many of our colleagues (not just women) are participating in. These initiatives aim to provide mentoring opportunities, increased development events and further networking opportunities within the industry.

Our maternity and paternity policies are enhanced above the statutory minimum payments level, to further financially support those colleagues who choose to take family leave and encourage shared parenting. These policies will align with Co-op at the point of transfer.

One of our challenges when recruiting in our industry sector is that it is historically, and continues to be, male dominated, and the number of female candidates may simply not be there for the more senior roles.

At Nisa, we see the gender pay gap as part of our overall diversity and inclusion agenda and it is our responsibility as an employer to make sure that we create an inclusive culture. We continue to evolve our ways of working in order to support our decision making and enable an inclusive environment where all colleagues can reach their potential and we look forward to working more closely with the Coop in the future on their founding value to give all members equal rights and equal benefits - which continues to this day: where equality and diversity are key in supporting us to create an inclusive Co-op and achieve commercial advantage.

Nisa Gender Pay Gap Report 2020 Signature - Image 7 v3

Ken Towle, Chief Executive Officer

Published: October 2021

Contact: Consumer services for any follow-up questions or information

We confirm the data reported is accurate. In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Nisa Retail Limited is required to carry out Gender Pay Gap Reporting.

Produced by Dataplan payroll limited

You can download and read this report as well as past editions, please select from the below.

Gender Pay Gap Report 2020

You can download and read the 2020 gender pay gap report.

Gender Pay Gap Report 2018

You can download and read the 2018 gender pay gap report.

Gender Pay Gap Report 2017

You can download and read the 2017 gender pay gap report.