| Band |
Males |
Females |
Band inclusions |
| A |
0% |
100% |
All employees whose standard hourly rate is within the lower quartile |
| B |
22.2% |
77.8% |
All employees whose standard hourly rate is more than the lower quartile but the same or less than the median |
| C |
22.2% |
77.8% |
All employees whose standard hourly rate is more than the median but the same or less than the upper quartile |
| D |
37.5% |
62.5% |
All employees whose standard hourly rate is within the upper quartile |
A quartile is one of four equally sized groups created when you divide a selection of numbers that are in ascending order into four. The "lower quartile" is the lowest group. The "upper quartile" is the highest group.
The figures in this table have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Why do we have a gender pay gap?
Legally, men and women must receive equal pay for:
- the same or broadly similar work;
- work rated as equivalent under a job evaluation scheme; or
- work of equal value.
We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or anything else listed above).
We:
- within our brand pillars we commit to carrying out regular pay and benefits audits;
- promote and actively participate in structured pay reviews and salary surveys; and
- evaluate job roles and pay grades to ensure fairness.
We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. Instead, our gender pay gap is because men and women work in different roles and those roles have different salaries.
Across the UK economy, it is noted that men are more likely than women to be in senior roles (especially very senior roles at the top of organisations). Champneys proudly has a Leadership team that is 60% female.
We actively take steps to promote gender diversity and work to breakdown stereotypes that we know exist, as a Spa Brand we work hard to promote gender diversity within all teams and especially within the area of beauty.
So far, we have taken the following steps to promote gender diversity:
- Review consistently our remits for earning bonuses;
- We have extensive apprenticeship partnerships and believe in grass roots training to equip colleagues with continued learning and development in order to help them achieve their career goals;
- We are in the first stages of launching school partnerships to promote an alternative route to higher education raising young people's awareness of the different career opportunities available within our sector;
- Choice of multiple contracts; we are committed in offering and providing more choice for colleagues. We have reviewed and developed our offering of contracts to allow flexible options for our employees to assist them in their work life balance;
- Revising the flexible working policy: our flexible working policy makes clear that we will consider requests from all employees to work flexibly, regardless of their role and level of seniority, and that flexible working is not just part-time working;
- Supporting parents: We have developed new toolkits for managers on supporting colleagues before, during and after maternity and other parental leave.
- Training & development; we continue to be committed and dedicated to the training and development of our employees. We believe this is one of our strengths and we are passionate about supporting all of our employees with their aspirations. We have invested heavily in training for all of our employees at all levels, and have seen many progress their career via the success of their training.
In the upcoming year we are aiming to ensure a more inclusive culture, this means we are reviewing the way we recruit and we will aim to deliver diversity training to both senior managers and departmental mangers within our business. This is supported by our revised policies.
None of these initiatives will, of themselves, remove the gender pay gap - and it may be several years before some have any impact at all. In the meantime, Champneys is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making.
I, Alan Whiteley, CEO, confirm that the information in this statement is accurate.
