Introduction
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Champneys is legally required to publish, on an annual basis, specified information relating to their gender pay gap. 

The following information has been calculated in accordance with the Regulations and is legally compliant. 

As an organisation we are fully supportive in supporting Great Britain to eliminate any gender pay gap.

Our report
It is crucial to our understanding of gender pay disparity to recognise that the gender pay gap is different to equal pay. 

Equal pay is where there is a discriminatory pay difference between men and women who carry out the same job, jobs rated as equivalent or work of equal value. 

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. 

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. 

Champneys proudly has a Senior Leadership Team that is 58% female. 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). 

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:

• Review annually our pay rates, benefits and our incentives schemes
• Promote and actively review our internal talent and promote growth; and
• Evaluate job roles and pay grades to ensure fairness.

Organisational context
Champneys is home to innovative world-class treatments, as a Spa Pioneer since 1925 our aim is to nourish our guests from the inside and bring them back to their very best self. 

Gender Pay Gap
Mean Gender Pay Gap
Based on the mean (average) hourly rate of pay for male and female employees in the relevant pay period, our mean gender pay gap is 28 % (rounded to one decimal place). 

Median Gender Pay Gap
Based on the median (middle) hourly rate of pay for male and female employees in the relevant pay period, our median gender pay gap is 12 % (rounded to one decimal place)

Gender Bonus Gap
Mean Gender Bonus Gap
Based on the mean (average) bonus pay for male and female employees in the relevant pay period, our mean gender bonus gap is 87% (rounded to one decimal place). 

Median gender bonus gap
Based on the median (middle) bonus pay for male and female employees in the relevant pay period, our median gender bonus gap is 45% (rounded to one decimal place)

Bonus Pay
The proportions of male and female employees who received bonus pay during the relevant pay period are as follows (percentages are rounded to one decimal place):

Male employees: 43.33 %
Female employees: 65.82 %

Salary Pay Quartiles
The following table separates our entire workforce into four equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees in each quartile.
 

Band	Males	Females	Band inclusions
A	24.2%	75.8%	All employees whose standard hourly rate is within the lower quartile
B	11.9%	88.1%	All employees whose standard hourly rate is more than the lower quartile but the same or less than the median
C	22.4%	77.6%	All employees whose standard hourly rate is more than the median but the same or less than the upper quartile
D	26.9%	73.1%	All employees whose standard hourly rate is within the upper quartile

Action Plan 
Since our last report we have:

• Reviewed our bonus and incentive structure;
• Invested further in our grass route recruitment and made a significant investment in widening our apprenticeship schemes;
• Committed to our last statement and have widened our partnership with local schools to offer a credible and viable alternative for higher education;
• Improved the diversity of our contractual makeup to ensure that colleagues have the contract that best suits their work life balance;
• Invested in significant learning and development, this includes extensive face to face sessions as well as a further investment in external expertise and training delivery. 

Our Continued Plan

• To constantly review how we attract new talent;
• To ensure our onboarding programmes are suited for every colleague;
• Consider flexible working as a day one right.

Confirmatory statement
I confirm that the information set out in this gender pay gap report is accurate and calculated in accordance with the Regulations. 

Name: Alan Whiteley
Job title: CEO
Date of statement: 03 April 2023