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 2018.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation.
Mean gender pay gap
Median gender pay gap
Mean bonus pay gap
Median bonus pay gap
Top 29.5% 70.5%
Upper middle 13.3% 86.7%
Lower middle 24.4% 75.6%
Lower 28.9% 71.1%
Champneys Henlow Limited - Total colleague population 308
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 our 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 proud that the majority of our senior leadership team at Champneys are women.
To date, the steps that Champneys has taken to promote gender diversity in all areas of its workforce include the following:
• Flexible working policy: We continue to review our flexible working policy 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 and at all levels of our business.
• Choice of multiple contracts: We are committed in offering and providing more choice for employees. We have reviewed and developed our offering of contracts to allow flexible options for our employees to assist them in their work life balance.
• 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 via reviewing the way we recruit and we will aim to deliver diversity training to Senior Managers and departmental mangers within the business.
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.