Gender Pay Gap 2020

The gender pay gap at Bluestone National Park Resort is significantly lower than the national average, however it will need to be read with caution as over 90% of its employees were on furlough at the cut off date.

As an employer with more than 250 staff, we are 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 men and women in Bluestone. It does not involve publishing any individual employee’s data. We are required to publish the results on our own website and a government website.

The purpose of this legislation throughout the UK is to identify and eliminate any gender pay gaps where these exist. The 6 key figures are: -

  1. the number of males and females in each quarter range;
  2. the Mean gender pay gap (ie. the average gender pay gap);
  3. the Median gender pay gap (ie the ‘mid-point’ gender pay gap);
  4. the percentage of males and females receiving a bonus payment;
  5. the Mean bonus gender pay gap; and
  6. the Median bonus gender pay gap;

Having now completed the analysis for 2020, we are pleased to report that the gender pay gap at Bluestone is significantly lower than the national average of 15.5%.

Commentary

In a normal trading period, Bluestone employs in excess of 700 employees. The 2020 report includes data on the skeleton workforce that were employed in work when the UK government enforced a National Lockdown in late March 2020. As with all other hospitality businesses UK wide, Bluestone was forced to close until late July 2020. As a result, the skeleton workforce consisted of 72 employees on the cut off date of 5th April 2020. The updated Gender Pay guidance provides direction to exclude employees who were ‘furloughed’ under the HMRC Coronavirus Job Retention Scheme on the 5th April 2020. This removed 668 ‘furloughed’ employees from the calculation.

 

The following lists the reportable statistics. No detailed commentary has been provided as the reduced sample is not a reflection of the normal staffing demographics at Bluestone.

The Percentage of males and females in each hourly quarter range are as follows:

Percentage of male and female in each quartile

  1. The mean gender pay gap for hourly pay was (-2.27%), which demonstrates that the female employees in the sample were paid a higher average hourly pay than male employees
  2. The median gender pay gap for hourly pay was (-9.34%), which demonstrates that the mid-point gender pay gap was in favour of female employees
  3. The percentage of men receiving bonus pay was 77.1%, whereas the percentage of females receiving bonus pay was 75%
  4. The mean bonus pay gender gap was 33.5% whereas the median bonus pay gender gap was (-10.3%)

 

Whilst the above statistics on Gender Pay Gap are not a true reflection of the ‘normal’ staffing demographics at Bluestone, the company is committed to reviewing its gender balance and pay structures to ensure that no significant imbalance develops between male and female employees.

In addition, all employees at Bluestone receive the same benefits regardless of their contracted hours. These include exclusive accommodation deals, access to the resort facilities with their families, a pension scheme, and life assurance. All Employees have access to our Wellbeing programme, which includes fitness classes, nutritional advice, and counselling services.

 

Kevin Ward FCMA, CGMA

Finance Director

Bluestone National Park Resort