Gender Pay Gap 2023
The median gender pay gap at Bluestone National Park Resort is 1.6%, which is significantly below the national average of 14.30%. This is an increase of 1.11% compared to the previous full reporting year of 0.49% in 2022.
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 undertaken 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 (i.e. the average gender pay gap);
3. the Median gender pay gap (i.e. 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;
Commentary
At the time of the data snapshot, Bluestone employed in excess of 800 employees. The 2023 report includes data on the workforce that were employed in work on 5th April 2023.
Key Trends
• The Mean Pay Gap has reduced from 10.83% in the prior reportable year to 9.97%. This reduction is primarily due to the introduction of Lodge Allocation Pay into the housekeeping team, which is currently made up of 79% females. This pay incentive was introduced for the first time in April 2023 to reward housekeepers for productivity.
• The Mean and Median Bonus Pay Gap has increased. The Lodge Allocation Pay is treated as a ‘Bonus’, which is generally a lower amount when compared with other traditional bonus payments. 79% of the housekeeping team are female, so this has a material impact on the resultant Bonus Pay Gaps.
• There has been a shift in the Lower Middle and Upper Middle quartile’s when compared to prior year. The business has recruited a proportionally higher number of housekeepers in the past 12 months to support the opening of 80 Platinum lodges, which has impacted the quartile ranges of males and females.
The following lists the reportable statistics. The sample includes 723 qualifying employees, of which 427 are females and 296 males.
1. The Percentage of males and females in each hourly quarter range are as follows:
2. The mean gender pay gap for hourly pay was 9.97%, which demonstrates that the male employees in the sample were paid a higher average hourly pay than female employees.
3. The median gender pay gap for hourly pay was 1.6%, which demonstrates that the mid-point gender pay gap marginally favours male employees.
4. The percentage of men receiving bonus pay was 18.2%, whereas the percentage of females receiving bonus pay was 40.5%, this was primarily due to the Housekeeping Lodge Allocation Bonus as mentioned above.
5. The mean bonus pay gender gap was 68.1% whereas the median bonus pay gender gap was 78.1%.
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 Employee Assistance Programme to support them on personal, financial and other important matters. At an annual cut-off point, all employees with at least one years’ service are allocated company shares through a HMRC approved Share Incentive Plan (SIP). These shares entitle the employees to pro-rata dividend payments and equity rights should the shares be sold in the future.
Kevin Ward FCMA, CGMA
Finance Director
Bluestone National Park Resort