We report on:

Proportion of male and female employees in each pay quartile (the male/female ratio for each quartile is provided)

Average or mean hourly gender pay gap

Median hourly pay gap by gender

Average bonus gender pay gap

Median bonus gender pay gap

Proportion of male and female employees receiving a bonus payment

 

Gender pay gap 

Based on our gender pay gap data, we can see the median Gender pay gap is -0.1% which is a positive indicator for our commitment to ensuring we are paying our teams in a totally gender-neutral way. However, when we look at the mean pay gap, this value increases to -4.1%, which we can attribute to female employees sitting in more senior positions, particularly within our Support Office teams.

Quartile Analysis 

When we look at the pay quartiles, the majority of our lower quartile are men, with 62% making up this group. As the pay quartiles increase, these figures stay consistent with 61% of our upper pay quartile made up of male colleagues compared to just 39% of female.

 

Bonus gender gap

The bonus pays median sits at -33.3%, with bonuses paid out to 13.3% of our male population, compared to 7.4% of female for the same period. Although more male colleagues received a bonus, the mean bonus payout favours our female population at -30.1%, indicating when bonuses were paid, our female colleagues received more on average than our male.

 

This data enables us to understand where we can do better – addressing the balance in the upper quartile of our business is something we’re taking seriously and aim to improve when we report our numbers for next year. Our commitment to promote hospitality as a diverse and inclusive career will always remain a priority – creating an environment where our people can bring the best version of themselves to work, and make it special for our guests, is key to the success of our business.

 

I can confirm the data reported is accurate.

 

Jane Holbrook

Executive Chair