Gender Pay Gap Reporting – 2021/2022
Due to be reported by 30 March 2022, based upon a snapshot date of 5 April 2021.
| Total Employees | Male | Female | Total |
| 118 | 163 | 281 |
Note: Includes furlough colleagues
| Hourly Pay | Male | Female | Difference |
| Mean | £8.21 | £6.93 | 15.62% |
| Median | £7.99 | £6.10 | 23.60% |
Note: Excludes furlough colleagues
| Quartile Pay Band | Male | Female | Male | Female |
| Upper (75-100%) | 25 | 30 | 45% | 55% |
| Upper Middle (50-75%) | 27 | 28 | 49% | 51% |
| Lower Middle (25-50%) | 15 | 40 | 27% | 73% |
| Lower (0-25%) | 27 | 28 | 49% | 51% |
| 94 | 126 |
Note: Excludes furlough colleagues
| Bonus | Male | Female | Difference |
| Mean | £464.29 | £393.75 | 15.19% |
| Median | £500.00 | £350.00 | 30.00% |
| Number Receiving Bonus | 7 | 8 | -14.29% |
| % Receiving Bonus | 5.93% | 4.91% |
Note: Includes furlough colleagues
Supporting Narrative
In accordance with published Gender Pay reporting guidelines for the 2021/22 reporting year, employees who were on furlough on the snapshot date have been excluded when calculating the mean and median gender pay gap hourly rates of pay, as well as the percentage of men and women in each pay quartile. However, those that were on flexi-furlough have been included resulting in both the mean and median pay appearing to be below the national minimum wage.
Notwithstanding the exclusion of furloughed employees, the median and mean pay comparison show a significant difference in pay. This can be accounted for as many employees were on flexi-furlough throughout this period with male employees having more set hours as a result of their role within the organisation. A higher proportion of female employees work in non-managerial roles that were more susceptible to flexi-furlough, this is evidenced in the pay quartiles.
The ‘Upper’, ‘Upper Middle’ and ‘Lower’ Quartile all show good consistency with the biggest variation being 10% or 5 employees. The biggest variation is in ‘Lower Middle’ Quartile which reflects that TLH employs a higher number of female workers than males within this pay bracket. On the reporting date the parts of the business that were open, include the Spa and Food Outlets.
TLH Leisure Resort fully embraces the ethos of equality of opportunity, reward and recognition for employees across all levels of the organisation, irrespective of gender, background or personal characteristics. We recognise, and value, the diversity of experience that our employees bring to our business, and are committed to building an inclusive workplace where individual skills are nurtured, and colleagues can be supported to reach their full potential.