Gender Pay Gap Report For 2024

This report sets out the gender pay gap statistics for Champneys in relation to the reporting year of 2024. 
 

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. 

The Gender Pay Gap

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. 

Based on staffing numbers and reporting obligations this data set relates Champneys Henlow [inc Head Office], and Champneys Day Spa. 

The gender pay gap has many contributing factors which will differ from organisation to organisation, across sectors and across geographical locations. These factors may or may not be unlawful or discriminatory, guided by society or cultural aspects, or because of internal organisational practices. 

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).

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 11 % [rounded to one decimal point]. In our last report this was 28%. 

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 2% [rounded to one decimal point]. In our last report this was 12%.

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 92% [rounded to one decimal point].  In our last report this was 87%.

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 62% [rounded to one decimal point]. In our last report this was 45%.

The proportion of male employees receiving a bonus is 51.52% and the proportion of female employees receiving a bonus is 77.02%, in our last report this was 43.33% and 65.82% respectively. 

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 27.1% 72.9% All employees whose standard hourly rate is within the lower quartile
B 15.5% 84.5% All employees whose standard hourly rate is more than the lower quartile but the same or less than the median
C 28.6% 71.4% All employees whose standard hourly rate is more than the median but the same or less than the upper quartile
D 20% 80% All employees whose standard hourly rate is within the upper quartile

Action Plan 
  • As we continue to evolve as a business we have reviewed all incentives, this specifically is group wide and not only for the companies we have detailed in this report. 
  • As we migrate to a new HR and Payroll System we will look to report above our requirements and review the data as a group opposed to some locations. 
Our Continued Plan
  • We have and continue to review all shift patterns and support flexible working.#Review language used as part of our adverts and recruitment campaigns. 
  • We continually review our job boards [where we advertise our vacancies] and use a diverse pool to attract the very best talent. 
  • Review all contact types and have all options available to all employees. 
  • Create an inclusive culture, with the implementation of a new HR & Payroll System we will have the ability to communicate and survey colleagues in a way that we have not been able to do previously. This tool will support us in taking feedback on how we can foster a fully inclusive culture.  

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: 19 March 2024