Gender pay statement 2017

Gender pay reporting period

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, all businesses with over 250 employees are required to publish their gender pay gap calculations.

The gender pay gap measures the difference in the average hourly rate of pay and bonuses paid between all the men and women in a Company. This is expressed as both a mean (i.e. average) and median (i.e. the middle rate when listed in numerical order).

The gender pay gap is very different to equal pay. Equal pay refers to men and women receiving equal pay for equal work, which is a legal requirement in the UK. All men and women across Alfa Leisureplex Group are paid equally for equivalent roles in our business.

Alfa Leisureplex Group and gender pay 2017

This report covers the gender pay gap report to the snapshot date of 5th April 2017.

Alfa Leisureplex Group and gender pay 2017

At Alfa Leisureplex Group our mission is to exceed our customers’ expectations in providing a memorable, high quality holiday experience for our guests, characterised by professional standards of service and a warm and friendly welcome. To deliver our mission we look for employees who naturally share our core values, which not only ensures we continue to build on the high levels of customer service provided to our guests, but also make the Company a great place to work for all of our team.

Alfa Leisureplex Group is an employee owned Group, comprising the businesses of Leisureplex Hotels Limited, Alfa Travel Limited and Alfa Coaches Limited. As an employee owned group, our employees are not only our workforce but our majority shareholders as well. We are committed to ensuring that our Group encourages employee innovation and involvement and provides an inclusive culture for our diverse workforce, regardless of gender, nationality, age or background.

We are pleased to report that both our Group median and mean gender pay gap of 7.3% and 11.7% respectively, are significantly below the UK median and mean reported by the Office of National statistics of 18.4% and 17.4% respectively*. Furthermore at a Group level our median gender bonus gap is nil and our mean gap is -2.5% (i.e. women average more then men).

*ONS gender pay statistics taken from the Annual survey of hours and earnings (ASHE) gender pay gap tables published on ons.gov.uk.

Our analysis shows that our current gap in pay is mainly driven by two things;

A lower proportion of women than men in senior roles

We have always believed and continue to believe in recruiting the best person for every role regardless of gender. Whilst at the top level our Group Executive Board has a majority of females, the rest of our management team has a higher proportion of males. In particular there are a higher proportion of men in our hotel management, traffic operations, Kitchen, Driver and Non Executive Director roles. The gender imbalances we face are in line with issues common to our industry and the UK in general, with regards to certain professions such as Kitchen and Driver roles being dominated by men.

Career and lifestyle choices

Our male employee owners are more likely to choose roles which pay premiums, reflecting work away from home, or unsociable hours when a shift premium is paid.

As a Group we offer a range of family friendly policies and there is a greater uptake of these arrangements by our female employee owners, which due to the treatment of such arrangements in the relevant calculations contributes to a wider gender pay gap and bonus gap.

What we are doing to address our gender pay gap

We operate family friendly policies and flexible working, supporting our employee owners in returning to work and continuing in their careers following periods of parental leave.

We ensure all of our training programs are inclusive and encourage balanced intake of applications from both female and male applicants alike.

We regularly review the roles within our organisations to ensure we offer a diverse and flexible range of working arrangements.

We have elected employee representatives at all of our locations, who represent our employee base and have a channel of communication with our Trustee Board of Directors and Executive Board of Directors, ensuring an inclusive and consultative culture throughout our Group.

We are introducing Equality and Diversity training for all of our management team across the Group.

Gender pay calculations at 5 April 2017

Leisureplex Hotels Limited is an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of males and females in our Company.

Leisureplex Hotels Limited is part of the Alfa Leisureplex Group and as the trading and operations of the individual Limited Companies are heavily integrated we have chosen to voluntarily report our gender pay data for the Group as a whole.

Leisureplex Hotels Limited

(statutory disclosure)

Alfa Leisureplex Group consolidated

(voluntary disclosure)

Gender pay gap: mean

6.8%

11.7%

Gender pay gap: median

0.9%

7.3%

Bonus: mean

26.9%

-2.5%

Bonus: median

Nil

Nil

Proportion of men who received a bonus

61.8%

66.3%

Proportion of women who received a bonus

64.1%

67.9%

Proportion of employees in the:

Men %

Women %

Men %

Women %

Lower quartile pay band

43.5

56.5

46.8

53.2

Lower middle quartile pay band

46.0

54.0

42.6

57.4

Upper middle quartile pay band

51.2

48.8

50.6

49.4

Upper quartile pay band

54.0

46.0

62.6

37.4

Accuracy of gender pay calculations

I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.


Emma Russell

Finance Director

22 March 2018