GENDER PAY GAP REPORTS
Les Ambassadeurs Club
At Les Ambassadeurs Club, we are committed to supporting diversity and inclusion in our workforce. Diversity is our strength: we are proud to employ more than 43 different nationalities and we work hard to support all colleagues in their careers.
Gender pay gap reporting regulations have enabled us to challenge our own processes, particularly around how we encourage our existing female talent to take advantage of what we believe to be best-in-peer-group career development opportunities, and with recruitment efforts that do more to encourage women to enter the industry.
Like other businesses in our sector, men are disproportionately represented at the top tier of our business. This is due entirely to industry legacies set in place decades ago, so the pipeline of female talent has been underdeveloped on a historical basis. Whilst we have made great strides over the last few years in promoting and recruiting more senior women, with nearly half of recent senior promotions going to talented women, we want to continually improve our practices and provide progression opportunities for all our employees. We believe that the ratios of qualified females to males will continue to balance out over the next few years, due to our proactive efforts.
We are also pleased at the result of recent employee surveys, that the majority of our workforce responded positively around pay, benefits, development and recognition. We believe that our approach to individual and team recognition, training and supporting pay policies are transparent and applied fairly across the business.
Les Ambassadeurs will use gender pay gap reporting as an opportunity to reinforce our open and accountable treatment of all employees. We value every individual’s contribution and we are committed to ensuring pay fairness for all.
Gender pay gap reporting is a new legal requirement introduced by the UK Government in 2017. All organisations with 250 employees or more in England, Scotland or Wales are required to publish their pay gap between men and women. Gender pay reporting aims to create greater transparency around overall gender pay gaps and encourages a more balanced representation of men and women at all levels within organisations.
Gender pay gap reporting should not to be confused with equal pay. Gender pay summarises the pay gap of a combined workforce, no matter the role, to highlight the average difference in pay between men and women. Equal pay looks to identify pay differentials where employees are carrying out the same or similar role, or work which is different but of equal value to the company.
We confirmthat our data has been calculated according to the requirements of The Equality Act 2010(Gender Pay Gap Information) Regulations 2017. Kevin McGowen,CEO,Les Ambassadeurs
Our mean gender pay gap 13.4%, is below the national average of 14.1%. This figure is calculated by adding together all salaries and then dividing by the number of salaries (i.e. people) to produce an average. Our median pay gap is lower again at 4.2%-a different way of measuring the average.
In terms of the pay quartiles, the Upper Middle Quartile is most reflective of the overall company gender split. However there are imbalances within the other three quartiles, most obviously within the Upper Quartile. Fewer women at the top level due entirely to lack of industry development decades ago, is the primary contributing factor to the gender pay gap and bonus pay gap results.
We pride ourselves on our diverse work force. Employing people from across the globe and having a gender-balanced leadership team is good for our organisation; it supports success and improves the experience for our employees and customers. But we do recognise the benefits of doing more to encourage women to enter the industry.
Our bonus gender pay gap is 26.8% based on median values,and by mean values it is 25.5% which is below the national mean of 57%. This is simply a result of a lack of women within the upper levels of our organisation at the time of the data snapshot and reinforces the additional opportunities to support female career progression, through long term development and strategic recruitment efforts.
We do have a number of part-time female employees who received a bonus payment. However, a quirk of the reporting requirements means that we can’t pro-rate the bonus amount for our part-time employees to reflect proportionately what they earn. These employees are therefore not represented in the above bonus figures and their omission does impact the result in a misleading way.
We are pleased with where we are and some of the excellent work already taking place, but recognise that we have further to go. We want to champion diversity and inclusion and be a driver for change.
Improving our diversity and in clusion: We actively promote fair treatment, respect and integrity in our work practices through our Handbook, Equal Pay Policy and Code of Ethics and Conduct.
Providing Support: We provide maternity/paternity pay and shared parental leave that exceeds the legal requirement to support employees financially. But we find the biggest challenge for employees is apprehension around returning towork. We provide parents and their managers with guidance around ensuring a smooth transition back into the workplace including advice on using ‘keeping in touch’ days.
Career Development and Succession Planning: In recent years we have made progress in how we recognise and nurture talent of all genders. We are proud of the policies we already have in place to encourage and facilitate ongoing learning, career development and talent management. However, our aim is to take a fresh view of existing practice and put in place an action plan which will ensure Les Ambassadeurs can attract, develop and progress the best talent regardless of gender. In addition, over the next 6-9 months we will supply more awareness training around unconscious bias, particularly for hiring and line managers.
Approach to Pay and Governance: We have a grading structure that was put in place 3 years ago which ensures that all employees have the same opportunities to progress their pay, and that pay is managed in a fair and equitable manner. But we will ensure that we track fairness, by looking at salary decisions by diversity profiles, which will provide the insight we need to manage this in a logical and balanced manner.
*Quartile – A quartile in the case of gender pay reporting means all employees and salaries in the company in a long list from the highest salary to the lowest, and then split equally into quarters. The upper quartile is the top 25% highest earners, upper middle is the next 25% etc.
**Mean –the mean and median are both types of average. For the purposes of gender pay reporting, the mean is all the male salaries added up and then divided by the number of men working in the organisation. You then do the same for female employees. An example would be: £22,000 + £28,000 + £35,000 + £40,000 + £59,000 ÷5 = £36,800. The mean value is £36,800.
***Median –the mean and median are both types of average. The median is the middle salary value when you have put them in value order from highest to lowest. For the purposes of gender pay reporting, the median is the middle salary when you line up all the male salaries in value order. You then do the same for female employees. An example would be: £22,000 + £28,000 + £35,000 + £40,000 + £59,000 ÷5 = £36,800. The Median value is £35,000.
Sources: ONS Annual Survey of Hours and Earnings 2017; gender-pay-gap.service.gov.uk.
- The mean ordinary hourly rate of pay for male and female relevant employees;
- The median ordinary hourly rate of pay for male and female relevant employees;
- The mean bonus pay for male and female relevant employees;
- The median bonus pay for male and female relevant employees;
- The proportions of male and female relevant employees who were awarded bonus pay;
- The proportions of male and female relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.