Our values are based on our virtuous circle of “Doing the right thing” for our customers, people, suppliers and shareholders. The Board believes this is vital to creating a sustainable, growing business and is a key responsibility of the Group. This culture supports the Company’s objectives to grow the business through acquiring and retaining customers rather than through opening stores.
It is the Board’s job to ensure that the Naked Group is managed for the long-term benefit of all shareholders, with effective and efficient decision-making. Corporate governance is an important part of that job, reducing risk and adding value to our business
Read more in our Corporate Governance Statement of Compliance with the QCA Corporate Governance Code
Our Gender Pay Gap (April 2020)
1.Measuring our Gender Pay Gap
|Naked Wines (UK employment)||Mean|
|Women's hours rate is||37%
|Women's bonus pay is||78%
|Naked Wines (UK employment)||of Men||of Women|
|Who received bonus pay||70%||63%|
|Naked Wines UK||Men||Women|
2. Understanding our Pay Gap:
Our gender based pay analysis has moved considerably since the disposal of the Majestic Wine businesses, which influenced the statistics in the previous year.
- The business now contains a high proportion of highly paid technology and IT roles where the market is still underrepresented by female staff
- The distribution of bonuses is influenced by vesting of the historic management acquisition lock-in shares issued to Naked Wines founders and other employees on the acquisition of the business by Majestic Wines plc. This award rewarded those founders for achieving a minimum value creation over a four year period after the acquisition by Majestic Wines plc. The figures are skewed because the management and founders of the business had an unequal gender split
3. Taking action:
The Group continues to be actively engaged in initiatives to promote gender equality.
- A clear and transparent grading system to assist in identifying where further equality improvements are needed;
- The options for flexible working conditions for all staff;
- Initiatives and a review process to support equal opportunity hiring;
- Salary benchmarking and challenge windows to help support equal outcomes of salary negotiations;
- A transparent and easy to understand appraisal framework; and
- Skills based tasks as an integral part of the recruitment process.
Anti-Slavery and human trafficking policy
This statement has been published in accordance with the Modern Slavery Act 2015. It sets out the steps taken by Naked Wines plc to prevent modern slavery and human trafficking in its business and supply chains.
Please see our full statement here:
The Group recognises that alcohol misuse, underage drinking and poor health are issues causing real concern in the UK today. Naked Wines takes these matters very seriously and we are committed to the responsible retailing of alcohol in order to help mitigate their impact. We are a supporter of Drinkaware, the government sponsored trust which promotes responsible drinking. In addition, we have signed up to the Government’s Responsibility Deal which aims to improve public health by encouraging responsible drinking. We ensure that customers have access to information about alcohol on our website and in our promotional literature. Staff training includes principles of social responsibility and alcohol misuse and all tasting events encourage customers to enjoy wine responsibly.
UK Tax Strategy
This document sets out the Tax Strategy of Naked Wines plc and its UK subsidiary undertakings for the Financial Year 2019-20 (Including 2018-19). Naked Wines plc is making this strategy available to fulfil its obligations under Schedule 19 of the Finance Act 2016.