GENDER PAY GAP REPORT 2018 – 2019
WHAT IS THE GENDER PAY GAP?
The gender pay gap measures the difference in the average pay of men and women across an entire organisation, regardless of the role or the nature of their work, and can be the result of many factors, including the number of men and women in each role or the total number of men and women in the organisation.
WHAT IS OUR APPROACH/POLICY ON GENDER PAY?
At Ego Restaurants Holdings Ltd we are an equal opportunities employer and believe pay, bonus and position should be a reflection of performance over any other factor, and all our employee pay reviews are conducted against that criteria, with our restaurant team member pay also a reflection of age.
Women’s Hourly Rate is
11.1% Lower (05.04.2018 11.6% Lower) 2.1% Lower (05.04.2018 0.6% Lower)
How many men and women are in each quarter of the employer’s payroll.
69.8% Men (05.04.2018 60.9%) 30.2% Women (05.04.2018 39.1%)
Upper Middle Quartile
48.2% Men (05.04.2018) 45.3% 51.7% Women (05.04.2018 54.7%)
Lower Middle Quartile
37.6% Men (05.04.2018 47.3%) 51.7% Women (05.04.2018 52.7%)
47.6% Men (05.04.2018 55.8%) 52.3% Women (05.04.2018 44.2%)
|Women’s Bonus pay is:||Who received bonus pay|
|78.8% lower||74.4% lower||7.8%||4.2%|
|(05.04.2018 31.3% lower)||(05.04.2018 91.7% lower)||(05.04.2018 10.8%)||(05.04.2018 5.3%)|
|(Mean)||(Median)||of Men||of Women|
EXPLAINING THE GENDER GAP
The majority of our employees are restaurant based and our restaurant pay structure below management level is based on age and the national minimum wage, not gender.
The majority of our employees in the lower pay bands are in our younger age brackets, with an almost even 50/50 split of roles by gender. We are confident that men and women are paid equally for doing equivalent jobs across the business. However, there is an impact on average pay rates caused by the distribution of roles between men and women at a senior level which we expect to reduce over time. We believe in having an inclusive and diverse organisation where men and women can achieve their full potential.
I, Julie Leigh Finance Director, confirm that the information in this statement is accurate and the figures set out above have been calculated using the standard methodologies used in the Gender Pay Gap Regulations 2018.