Christian Dior UK Limited

Gender Pay Gap Report 2018



The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require the company to publish our gender pay gap taking the snapshot date of the 5th April 2018.

Christian Dior is committed to equal opportunities and the promotion of diversity and equality in the workplace. We have a strong policy on the management of equal opportunities. Diversity and transparency to others are fundamental values for us, ensuring fairness for all our employees in terms of careers and development, by guaranteeing equal opportunities for all genders based on objective criteria. We are convinced that diversity and equality, in all its forms, is a source of wealth and creativity for our teams.


The reports show the ‘Median’ and ‘Mean’ pay gap for the total population.  As with most businesses we employee less people at Senior Executive positions and within the UK we have one Senior Executive whose responsibilities are not compariable to the rest of the positions within our network, hence due to this the salary of this position is not a true reflection of the gender pay gap and we have produced fiqures including and excluding this position.


Our population is 68% female employees versus 32% male employees, we have an increase in our female population versus 2017, which is also reflected within the results of our ‘Median’ and ‘Mean’ calculations.


The LVMH gender objective at senior management is to be 50:50 by 2020 and our aim will be to focus on vertical and horizontal integration to achieve this level. Our focus will also be to increase the male population in all quartiles.


Our results show the ‘Median’ & ‘Mean’ pay gap as at the snapshot date of the 5th April 2018. The mean pay gap is 16.8%, due to the reason referred to previously is not representative of our employees.  Excluding the person’s pay the company’s gender mean pay gap is reduced to 5.31% and the median pay gap is -1.4%.

UK Population: Male 32% ; Female 68%

Median: -1.2%

Mean: 16.8%


UK Population (Excludes Senior Exec) : Male  32% ; Female 68%

Median: -1.4%

Mean: 5.31%


The mean and median gender pay gap by pay quartile shows the split between each quartile is equal within the lower quartile to the upper middle quartile and supports the company objective of an even integration of positions within hierachy and pay scale.


The Upper Quartile excluding the one Senior Executive stated previously show a higher percentage within the ‘Median’ & ‘Mean’ due to a higher population of males in the senior position, this has been addressed via an increase in senior female managers joining the business following the 5th April 2018.


Lower Quartile: Male 29%;  Female 71%

Median: -0.39%

Mean: 1.65%


Lower  Middle Quartile : Male 30% ; Female 70%

Median: -0.92%

Mean: 0.25%


Upper Middle Quartile: Male: 25%; Female 75%

Median : -0.21%

Mean : 42.12%


Upper QuartileMale: 28%; Female 72%

Median: 7.47%

Mean: 40.52%


Upper Quartile Excl Senior Exec

Median: 5.07%

Mean: 14.65%


Bonus is a contractual benefit for management and head office positions. Head office accounts for 7% of our population and 17% of the employees who receive a contractual bonus.  The senior executive position, as explained previously is shown included and excluded to show a more reflective percentage of gender bonus pay gap being a mean of 6.59% and Median of -22.63%

Bonus: Male: 33%; Female: 67%

Median: -11.32%

Mean: 74.1%


Bonus Excl Senior Exec: Male: 33%; Female: 67%

Median: -22.63%

Mean: 6.59%



As UK Human Resources Director of Christian Dior UK Limited, I, Samantha Brunton can confirm that the data and information presented in this report are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulation 2017.


Duly signed by Samantha Brunton, UK Human Resources Director, 29th March 2019

 In 2020, companies from the LVMH group in France have calculated their gender equality index. This index totals 92/100 points for Christian Dior Couture. 

02/04/2019 12:35 pm