Gender Pay Gap Reporting – 2020/2021
Due to be reported by 5 October 2021, based upon a snapshot date of 5 April 2020.
| Total Employees | Male | Female | Total |
| 159 | 210 | 369 |
Note: Includes furlough colleagues
| Hourly Pay | Male | Female | Difference |
| Mean | £11.48 | £9.55 | 16.81% |
| Median | £8.49 | £8.59 | -1.18% |
Note: Excludes furlough colleagues
| Quartile Pay Band | Male | Female | Male | Female |
| Upper (75-100%) | 6 | 3 | 67% | 33% |
| Upper Middle (50-75%) | 5 | 4 | 56% | 44% |
| Lower Middle (25-50%) | 6 | 4 | 60% | 40% |
| Lower (0-25%) | 6 | 4 | 60% | 40% |
| 23 | 15 |
Note: Excludes furlough colleagues
| Bonus | Male | Female | Difference |
| Mean | £463.07 | £349.49 | 24.53% |
| Median | £262.50 | £162.00 | 38.29% |
| Number Receiving Bonus | 96 | 126 | -31.25% |
| % Receiving Bonus | 82.1% | 90% |
Note: Includes furlough colleagues
Supporting Narrative
In accordance with published Gender Pay reporting guidelines for the 2020/21 reporting year, employees receiving less than full pay 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.
As a result of the exclusion of furloughed employees in these calculations, the gender pay rates and quartile pay bands generate a higher degree of volatility due to the smaller number of employees included in the calculations (i.e. 38 employees versus total employee headcount of 369).
Notwithstanding the exclusion of furloughed employees, the median pay comparison shows strong equilibrium between male and female rates of pay (Female = £8.59 per hour versus Male = £8.49 per hour).
The ‘Upper Quartile’ pay comparison (Male = 67% versus Female = 33%) is based upon 9 employees only, of which 3 (all male) are Directors of the Company, resulting in volatility of the % comparison. There exists broader consistency in %’s, however, across the ‘Upper Middle’, ‘Lower Middle’, and ‘Lower’ quartile bandings.
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.