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
11.6% Lower (05.04.2017 16.1% Lower) 0.6% Lower (05.04.2017 0.8% Lower)
How many men and women are in each quarter of the employer’s payroll.
60.9% Men (05.04.2017 69.0%) 39.10% Women (05.04.2017 31.0%)
Upper Middle Quartile
45.3% Men (05.04.2017) 50.4% 54.7% Women (05.04.2017 49.6%)
Lower Middle Quartile
47.3% Men (05.04.2017 45.7%) 52.7% Women (05.04.2017 54.3%)
55.8% Men (05.04.2017 50.0%) 44.2% Women (05.04.2017 50.0%)
|Women’s Bonus pay is:||Who received bonus pay|
|31.3% lower||91.7% lower||10.8%||5.3%|
|(05.04.2017 60.0% lower)||(05.04.2017 7.9%)||(05.04.2017 6.7%)|
|(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 2017.