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Introduction

Flair Showers is a trusted specialist in the design, manufacture and distribution of quality shower enclosures, wetrooms and bath screens within the bathroom sector. Our team of experts are committed to providing first-class customer service and we pride ourselves on creating quality shower enclosures through innovative designs and advanced production techniques. We are very proud to be a brand of choice for customers in Ireland and are continually growing their customer base in the UK and other European markets.

Flair Showers is part of the Sanbra Group which is a family Irish owned Group of companies. While the Group company (Sanbra Ltd.) provides the Warehousing & Logistics support function, the other 55 roles within the company on the island of Ireland, are distributed across other business functions notably Field Sales, Customer Service, Technical Support, Operations, Marketing, New Product Development and Finance.

Flair Showers is committed to fostering a workplace culture rooted in fairness, inclusion and providing equal opportunities for all our teams by supporting and developing each individual to allow them to reach their potential through providing training & career progression opportunities whenever possible. We believe that a diverse and inclusive workforce drives innovation, collaboration, and long-term performance.

As part of our commitment to transparency and equality, we are publishing our gender pay gap data for the pay reference period of 29th June 2024 to 28th June 2025. This Gender Pay Gap Report reflects our ongoing efforts to ensure equity in pay and career development. It highlights areas of progress and identifies opportunities for future development.

Gender Pay Gap Analysis

This report presents the Gender Pay Gap analysis for Flair Showers Ltd. for the period from June 2024 to June 2025. It includes key metrics for both full-time and part-time employees, and details out areas where we propose to focus on in the year ahead to improve our gender pay gap.

The gender pay gap is a measure of the difference in average earnings between men and women across the company. It is not a reflection of equal pay for equal work, but rather an indicator of broader trends in representation, role distribution, and access to opportunities. We welcome the opportunity to examine these trends and use the insights to guide meaningful progress.

Gender Representation Across Pay Quartiles

The results of the Gender Pay Gap are largely influenced by the fact that shortly before the reference period the Warehousing & Logistics function of the business (which is primarily male dominated), moved to being a Group function, leaving the distribution of the remainder of the team as 40% male / 60% female split. The result of this is that there is a somewhat disproportionate representation of females in the lower and middle pay quartiles as shown in the table below, where there are a high concentration of administrative & operational support roles which are held mainly female members of the team.

Females are well represented in the upper middle pay quartile and there is a 50% gender distribution in the upper pay quartile across management and senior leadership roles.

Gender Pay Gap

The gender pay gap mean & median figure of 20% is skewed by the disproportionate representation of females in the lower and middle pay quartiles due to the recent change in the overall structure of the team- with the typically lower paid roles in warehousing and distribution moving to a Group company.

Bonus Payments

During the reference period, 45% of men as opposed to 27% of women on the team were paid a bonus. To provide further context to these figures it is important to take into consideration that the majority of those eligible for a bonus would be members of our field sales team which is predominantly male. It is also important to note that these figures are only representative of bonuses actually paid and does not take into consideration those eligible for bonuses where their targets were not achieved.

Gender Pay Gap

55% of male employees received a benefit in kind as opposed to 9% of female employees during the reference period. This is due to the fact again the majority of our field sales team who drive for their roles are men.

These figures also do not take into account that in other roles aside of Field Sales, where people are required to drive for their work from time to time, we offer a monthly car allowance as an alternative to a company car. A car allowance is processed through the payroll however, is not considered as a Benefit in Kind.

Learnings & Planning For The Future

In order to bridge the gender pay gap and allow for a more equal gender distribution across all pay quartiles within the company, Flair Showers are committed to focusing on a number of key initiatives to bring about greater pay & gender equity across each of our business functions. These initiatives will include the following:

• Training and development of our team particularly in the lower and lower middle pay quartiles to promote opportunities for career development to more senior or management roles.

• Our industry typically has a more male dominated workforce so we are proud to have such a strong female presence on our team. Despite this we understand the importance of encouraging a more healthy gender distribution across all business functions. In order to do this, we need to be mindful of avoiding stereotypical gender norms for certain roles to allow for more balanced recruitment and promotional opportunities. With this in mind we plan to roll out Interview Skills training for all of our management & senior leadership team which will include training on unconscious bias to help us achieve our goals in this regard.

• In preparation for the Pay Transparency legislation coming into effect in June 2026, we plan to conduct a role and pay audit to more clearly identify and correct pay disparities.

While our gender pay gap figures reflect the structure of the team during the reference period from 29th June 2024 to 28th June 2025, we are continually working towards achieving a more equitable and inclusive workplace for all our team through our recruitment process, inclusive policies, and ongoing training & career development opportunities.