Classic Lodges is committed to the principles of equal pay for all our employees. We strive to eliminate any gender bias in our pay and remuneration systems and understand that equal pay between males and females is a moral obligation and a legal right. The information we are required to publish in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 is detailed below.
- Mean Pay Gap 14.6%
- Median Pay Gap 0.0%
- Mean Bonus Pay Gap -146.0%
- Median Bonus Pay Gap -146.0%
- Males receiving Bonus Pay 0.5%
- Females receiving Bonus Pay 0.4%
Quartile Distribution Female / Male
Due to the size and structure of the organisation and the relatively low number of employees the statistics detailed above are susceptible to an element of skewing if there are outliers at either end of the range.
The two areas identified in the 2017 figures as areas to monitor were the Male/Female split in the Upper Quartile and the Mean Gender Pay Gap. The Upper Quartile split has been reduced from 60.4% male to 52.3%. This was a contributing factor in an overall reduction in the Mean Gender Pay Gap from 18.5% to 14.6%.
Mean and Median Bonus Pay Gap figures have widened further in favour of female employees from -30.0% to -146.0% demonstrating that there is no bias towards male employees. It should be noted that the low number of employees eligible for bonuses can result in volatility when comparing different time periods.
Classic Lodges works at ensuring there is no bias inherent in company recruitment and compensation practices, which we feel is demonstrated by the reported figures, and will continue to promote equality within the company.