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.
Quartile Distribution Female / Male
Commentary
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.
There has been a small increase in the Mean Gender Pay Gap figures although this is still below the reported figure for 2017. Overall, we employ a larger proportion of females than males and for similar roles there is no bias toward either. There are a small number of senior management and general manager roles which are currently predominantly, but not exclusively, occupied by males. Because these salaries are outliers at the upper end a small number of employees have an increased impact on the Gender Pay Gap figures. This is something we are aware of and is one factor taken into account when recruiting for management roles.
Bonus Pay Gap figures are undefined as there no male bonus payments. This results in dividing the difference by zero and an undefined term. However, it should be noted that this is the 3rd year in a row that females have a Bonus Gender Pay Gap in their favour, again showing there is no male bias.
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.