Champneys Henlow Limited is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
As an organisation we are fully supportive in supporting Great Britain to eliminate any gender pay gap.
We are required to publish the results on our own website and a government website. We will do this within one calendar year of April 5th 2017.This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation.
Champneys Henlow Limited - Total colleague population 306
Mean hourly pay gap 39.6%
Median hourly pay gap 6.6%
Mean bonus pay gap 50.7%
Median bonus pay gap 21.6%
Top 30.8% 69.2%
Upper middle 10.8% 89.2%
Lower middle 13.8% 88.2%
Lower 15.4% 84.6%
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
We are committed to the principle of 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 any other characteristic set out above). As such, we:
- Carry out pay and benefits audits at regular intervals;
- Provides regular equal pay training for all managers and other staff members who are involved in pay reviews; and
- Evaluates job roles and pay grades as necessary to ensure a fair structure.
We are therefore confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.
Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), however we are pleased that this is not the case for our organisation, with the majority of our senior leadership team being women. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a part-time basis are relatively low paid.
To date, the steps that Champneys has taken to promote gender diversity in all area of its workforce include the following:
- Revising the flexible working policy: Our flexible working policy was revised to make it clear that employees in all areas and levels of the organisation will be considered for flexible working regardless of their role and level of seniority and we are pleased that we can demonstrate flexible working within our senior leadership team.
- Training & development: We believe training & development is one of our strengths and we are passionate about supporting all of our employees within 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.
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.