Diversity and Inclusion Report
Welcome to our very first Diversity and Inclusion Report. In the interest of transparency, we’re publishing all that we’re doing to ensure that no matter who you are, you can succeed at Tropic.
GENDER PAY GAP
Overall, 65% of our Tropic staff identify as female, while 35% identify as male. This means we employ roughly two females for every male.
We then looked at how female and male salaries compared throughout the business. We examined the hourly pay of both full-time and part-time employees on our snapshot date of 5th April 2021.
Our data shows that for every £1 earned by a male at Tropic, a female earns £1.02. This equates to a gender pay gap of -2%.
However, in the rest of the UK, this isn’t always the case. Provisional data shows that the average pay gap was 15.4% in 2021. In 2020 it was 14.9%. (Office for National Statistics, Annual Survey of Hours and Earnings)
We’re proud to have bucked the national average, paying everybody fairly based on their expertise, qualifications, performance and their skills – not their gender.
Females accounted for 66% of the highest-paid jobs at Tropic, as well as 63% of the lowest-paid roles. We will continue to monitor this data to ensure there is an equal distribution of pay for both males and females.
As a business in the beauty industry, we’re well aware that we may attract more female employees. We also recognise that certain departments within the business are more heavily skewed towards particular genders. For instance, there are more male employees working in our warehouse teams, while females dominate our ambassador network.
Research shows that labelling a job as "female" can automatically diminish its authority, even among the minority of men in the field. So, we’re doing our best to ensure every department is open and inclusive.
DEMOGRAPHICS AT TROPIC HQ
White Europeans are the most represented ethnicity at Tropic, making up over half of our employees. Just under one in five members of staff are White British, while Black Asian, Mixed race and Other (this includes Arab, White non-Europeans) account for the remaining proportions.
Since we manufacture over 98% of what we sell at our Surrey HQ, we need large weighing, production, filling, packing, wrapping and dispatching teams. These jobs are predominantly held by people who identify as White Europeans. However, our White European staff numbers are expected to reduce over the next few years as the UK leaves the European Union.
At Tropic, we try to make employment opportunities and progression available to all, no matter your department, race or ethnicity.
ETHNICITY PAY GAP
Next, let’s look at our ethnic pay gap. This graph examines how much different ethnic groups earn for every £1 earned by a White British employee.
Employees identifying as Asian earn £1.50 in comparison to the £1 made by White British employees. Mixed Race employees earn an equivalent of 97p, Others earn 77p, Black staff earn 71p and White Europeans earn 69p.
As mentioned previously, this data is a snapshot from April 5th 2021. Since then, we’ve reflected on hiring processes, putting in new processes to eliminate unconscious bias. This has resulted in more people of colour being represented in the office teams.
If the right candidate comes along and shines in any role, we will hire them, no matter their race, religion, or ethnicity. We will be publishing this data year on year. By doing so, we can track and review any possible inconsistencies and gaps in hires and progression.
One factor that hasn’t been recorded, but goes beyond race and gender, is social background. Just 17% of London’s professional jobs are occupied by people from lower-income backgrounds, compared to 30% nationally. Likewise, 70% of internships are unpaid.
By contrast, all internships offered by Tropic are paid. We are looking at further expanding our work experience opportunities, particularly for young people from low-income backgrounds.
WHAT WE LEARNT FROM COVID
Coronavirus was, and still is, more than just a challenge – it’s a health risk, and the safety of all staff must come first.
We sent all office staff home from March 2020 with computers, while ensuring all staff that couldn’t do their jobs from home were protected. We altered shift patterns and teams, with strict social distancing to minimise COVID transmission. If a member of that team tested positive, then the entire team had to isolate.
Shift patterns changed so that people weren’t travelling at peak times – but public transport still carried a risk. That’s why throughout 2020, staff were able to rent cars and bikes free of charge to get to and from work.
As part of creating a healthier and greener world, our bike scheme will run indefinitely, long after the coronavirus pandemic.
In the latter half of 2021, when office staff were welcome to come into the office, we asked them to provide proof of a negative lateral flow test taken 24 hours before they arrived at our HQ. We requested this from any visitors too.
BLM: One year on
Last year, the horrific murder of George Floyd in Minneapolis sent shockwaves around the world. People in the UK were rightly appalled by the stories of racism emerging from the US, and many saw this as the time to stand against the extent of racism and discrimination baked into British society.
Last year we stated: “To our community: We stand in solidarity with you in the fight against systemic racism. We stand for inclusion, taking action and using our words to speak up about injustice”.
We first said: We will focus on education
Every month, we’ve been publishing blog posts, as well as emailing HQ staff and our Ambassadors about our Tropic Takes on Racism initiative. This content covered educational topics affecting the UK and beyond, including the Windrush generation, household wealth inequality, Covid-19, Black History Month and mixed-race identities. These are topics omitted from our own formal education and ones that don’t garner the attention needed to instigate real change.
We next said: We will be more inclusive in our content
We hope that this commitment has been reflected in both issues of our Glow Magazine, as well as our imagery selection on our website and social media channels. While it’s important to show models from all backgrounds in front of the camera, a diversity of ideas and policies must come behind the camera too.
As shown above, we now record and monitor our Tropic team’s ethnicity, helping towards ensuring a truly inclusive working environment that’s reflective of our society. Collecting the data and sharing it in this report is not the endpoint. We can see further opportunities – acting on this data is what is needed.
We next said – We will diversify our makeup range.
We’ve introduced more shades in our Beauty Boosters and replaced our shade names with numbers. This included eliminating the name “Barely Nude”, as we realise that ‘nude’ is a different shade for everyone.
We removed all former names for our Illuma Concealers, Undercover Concealers and Mineral Foundations, as well as expanding them.
But we didn’t stop at these pledges. We’ve always championed employees bringing their full selves to work, recognising and valuing our colleagues’ identities. This included championing the right of staff to embrace all afro hairstyles.
In the UK, 1 in 5 Black women feel societal pressure to straighten their hair for work (Halo Code, 2021). To eliminate any trace of ambiguity, we’ve adopted The Halo Code, which explicitly protects employees who come to work with natural hair and hairstyles associated with their racial, ethnic, and cultural identities.
We’re a community built on an ethos of equality and respect, where hair texture and style have no bearing on an employee's ability to succeed.
Inclusive Cultural Celebrations
In 2021, Tropic celebrated International Women’s Day, Chinese New Year, Down Syndrome awareness month, Pride, Black History Month, Breast Cancer Awareness, Halloween, Gurpurab, Hanukkah and Christmas. But there’s more we can do, and we plan to do so.
We have also implemented guidelines whereby Tropic staff celebrating specific cultural holidays or celebrations will be given priority if they would like to take time off work.
It’s incredibly important that everything we do is accessible, not just for our Tropic Team, but also for our Ambassadors and customers.
Although our HQ is wheelchair accessible throughout, our warehouse building just down the road is not. However, we're changing this in 2022 to ensure everyone has access to any areas they need.
For our customers, our latest Glow by Tropic magazine, Issue 3, is available in audio format. In this audio version, every page of our magazine is read out in full, including pricing and codes. You can listen via Spotify or Apple Music.
Glow by Tropic and our Festive Guide are also available in screen reader assistive technology versions. Ambassador materials are available in screen reader versions too.
For our upcoming launch in 2022, we’ve been working with the British Dyslexia Association. We’re ensuring that all text, whether it be in our emails, videos or printed, is dyslexia-friendly. We’ll be unveiling more information on this soon.
We all have mental health and ensuring it's the best it can be is better for both individuals and society as a whole.
At Tropic, we want a workplace where everyone can thrive. We believe in zero stigma around mental health, and want it to be a conversation that is openly discussed and supported.
Mental Health First Aid (MHFA) is an international mental health awareness and skills programme developed in Australia in 2000. It is now internationally recognised in over 25 countries. Mental Health First Aiders learn how to spot the signs and symptoms of a range of mental health issues, developing the skills needed to look after our wellbeing.
At Tropic, every department has MHFA trained team members. 15 members of staff are currently MHFA trained, so they can support their colleagues, promote positive mental health and raise awareness of the tools available to maintain personal wellbeing.