Gender Pay Gap

Gender Pay Gap Report – March 2026

At Hana Group UK, we are committed to building a fair, inclusive, and supportive workplace for everyone.

As part of our legal obligations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, we publish an annual Gender Pay Gap report. This applies to organisations with more than 250 employees and looks at the difference in average pay between men and women across the business.

This report is based on a snapshot of our workforce taken on 4 April 2026 and includes: Mean and median gender pay gap Mean and median bonus gap The proportion of male and female colleagues receiving bonuses

Our 2026 Results

While these figures give a useful snapshot, they don’t always tell the full story of who we are as a business. Like many organisations, our results can be influenced by how roles are distributed across different levels at a specific moment in time.

That said, the data helps highlight where we can continue to improve—particularly in senior roles. We know that leadership positions have historically been more male-dominated, and we are actively working to change that by supporting the growth and progression of our female colleagues.

We’re pleased to see positive progress already. Over the past year, we’ve strengthened female representation at senior levels, including the appointment of two senior female executives and a broader balance across our management teams.

Across our stores, women make up 68.9% of our workforce, with men representing 31.1%—an increase in female representation compared to last year. Within our Area Manager population, we’re proud to have an equal gender split, with 10 women and 10 men in these roles.

Here are some of our key results: Our median gender pay gap is 2%, an improvement on last year Our median bonus gap is 0% 92% of female colleagues received a bonus, compared to 86% of male colleagues

At executive level, we have three female and two male executive officers. As executive roles can significantly influence bonus comparisons, removing them from the calculation reduces the bonus gap from 72% to 53%.

Looking Ahead

We’re proud of the progress we’ve made, but we know there’s more to do.

We remain focused on creating opportunities for everyone to thrive at Hana Group UK. That means continuing to support, develop, and champion female talent—especially at senior levels—so our leadership reflects the diversity of our wider team.

Our Declaration

We confirm that the information in this report is accurate and has been prepared in line with government requirements.

Fraser Codwen
Country Director
Hana Group UK