Company Statements

2017 Gender Pay Report

Lifetime Brands Europe Limited is required to publish an annual gender pay gap report under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Context of Gender Pay Gap Reporting

It is worth noting that Gender Pay Gap statistics effectively compare average pay and bonus received by all men in the workplace compared with average pay and bonus received by all women in the workplace.  What it doesn’t do is tell us anything about whether men and woman are paid equally for the same or similar roles within the business.

Lifetime Brands Europe Limited has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic).  We are a company built around strong workforce foundation comprising of many different nationalities and faiths and we are proud of the contribution we have played in promoting and ensuring gender diversity, inclusion and opportunity.  Creating an environment in which both men and women can reach their career aspirations is vitally important to us and promotions are gained on merit.  There is always more to do and we continue to look for new and different ways to reach our goals.

We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work.  

Our Gender Pay Gap

This report is for the snapshot date of 5 April 2017 for Lifetime Brands Europe Limited, encompassing both our Cook and Dine Divisions.  At this date our employee base was made up of 49.7% males and 50.3% females. 

  • The Mean Gender Pay Gap is 22.3%
  • The Median Gender Pay Gap is 11.2%
  • The Mean Gender Bonus Gap is 56.4%
  • The Median Gender Bonus Gap is 25%
  • The proportion of male employees receiving a bonus is 81.8%  and the proportion of female employees receiving a bonus is 64.7%

Pay Quartiles by Gender:

Understanding the Gap

The vast majority of organisations have a gender pay gap and we are pleased to be able to say that our Median pay gap of 11.2% compares favourably with the 2017 ONS ASHE whole economy pay gap of 18.4%.  Our Mean pay gap is slightly higher than the 2017 ONS ASHE whole economy pay gap of 17.4% but compares well against the private sector gap of 24.5%. 

We have conducted an in-depth analysis of our data and we are confident that our gender pay gap does not stem from paying men and women differently for the same work or equivalent work. 

We do not believe that there is an imbalance in the rates of pay given to men and women doing the same or equivalent work, and nor there is a significant gap between men and women at the equivalent grade in our structure.  Likewise, bonus schemes, where operated, are applied consistently regardless of gender.

However, at the time of the snapshot all of our combined 11 Board Directors, 9 were male, which meant that only 18% were female.   During the year since the snapshot this has increased to over 33%.  The Leadership Team now consists of 50% male and 50% female members, all appointed on merit.

Similarly the majority of employees falling within the Upper Quartile were male. The percentage is impacted by the number of Directors and male employees in senior or unique roles within the business.  We anticipate that our next GPG analysis for the year ending 5 April 2018 will show significant reductions in both the Mean and Median hourly rates and that the proportion of females in the Upper and Upper Middle quartile will increase with the recruitment, on merit, of a number of females into senior sales roles within the organisation.

The mean gender bonus gap is relatively large at almost 56.4%.  However, our analysis reveals that this is due to the number of male Directors, senior managers and specialists who had personal bonus or commission schemes in place at that time. If we exclude the Directors from the figures the pay gap is 33.7%. 

It is also noteworthy that the bonus opportunities for Creative Tops colleagues were primarily focused on Directors, senior managers and sales specialists whereas at KitchenCraft every employee could earn a bonus of varying amounts based on the job role. 

With the restructure of the Sales and Buying functions during 2017 the balance between male and females in the Field Sales team, for example, will result in a higher proportion of females than at the point of the snapshot, and this will be reflected in the 2018 snapshot submission.

We are confident that our actions from this snapshot to the next in April 2018 will result in a significant decrease in both the Mean and Median GPG, as well as decreases in the bonus elements.

What are we doing?

Our gender pay gap compares favourably with that of organisations both across the whole UK economy and within our industry sector and we are confident that are approach to pay promotes fairness and equality for men and women in the same or similar roles.

However, we recognise that there is further scope to reduce our Gender Pay Gap and we will:

  • continue to carry out regular pay and benefits audits to ensure continued fairness and consistency in our pay structures
  • continue with the harmonisation of terms, conditions and benefits between the Cook and Dine divisions
  • introduce Job Evaluation
  • continue to promote Flexible Working
  • continue to promote Equal Opportunity in all recruitment activities
  • analyse GPG on other protected characteristics (eg, ethnicity, age)

I confirm that the information in this statement is accurate.

Matthew Canwell

Managing Director, Lifetime Brands Europe Limited

Creative Tops Modern Slavery Act Company Statement.


Creative Tops recognises the part it has to play in identifying and addressing issues of slavery and human trafficking and is fully committed to ensuring no such criminal activities take place within our company, our supplier factories or their suppliers. Creative Tops adopts a zero tolerance approach where such criminal activities are encountered. It is the responsibility of the Human Resources and Quality Assurance Managers to ensure the policy is both up to date and routinely briefed out.


Slavery, servitude and forced labour can take many forms, including human trafficking or child labour. Creative Tops will not tolerate such activities in our operations and we take precautions to ensure compliance. Our processes include actions to safeguard against human rights abuses (as described above) in our supply chain by means of;


  • Our Global Terms and Conditions – Creative Tops sourcing policy requires suppliers to certify compliance with our prohibition of forced labour, child labour and physical disciplinary abuse as part of our Global Terms and Conditions that govern the purchase by Creative Tops of goods and services from suppliers. We reserve the right to terminate our relationship with a supplier if issues of noncompliance with our policies are discovered and/or noncompliance is not addressed in a timely manner.


  • Regular assessments - Risks related to human trafficking and forced labour associated with our supply base are reduced and mitigated through regular factory assessments. Where new factories are engaged with a Lifetime Brands full ethical audit (conducted to the Ethical Trading Initiative base code) is conducted. Where orders are placed for National Account customers then third party audits will be conducted to their instruction. Multiple audits can thus be carried out on individual suppliers and regular scrutiny exercised.


Where requested by customers Creative Tops maintains records sufficient to trace the supply chain of all goods and services provided by us. We operate on a basis of full transparency consistently updating records where product production has changed location or there have been significant changes in the production process. Where we, as a business, have any reason to suspect any form of abuse we will firstly address and also inform affected customers, assisting them in their questioning and investigation and ultimate reporting obligations.


Where issues are identified of a criminal nature any business will be suspended and withdrawn as soon as practicably possible. Where issues of child labour are found the affected individuals will be removed to a place of safety, outstanding wages settled and a review made of the suppliers procedures, practices and training. Following review new audits will be commissioned on an unannounced basis.

Creative Tops visitors to supplier factories are required as a matter of course to be vigilant and raise/report any issues they observe.