CRIEFF HYDRO HOTEL – Gender pay gap report Calculated in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Data as of April 2017
Our gender pay gap:
PAY QUARTILES BY GENDER: Women
a snapshot LOWER
Mean pay gap
9.0%
Median pay gap
LOWER MIDDLE
53%
47%
Men
47%
53%
-1.2% UPPER MIDDLE
Mean bonus gap
73.3%
Median bonus gap
39.9%
Percentage receiving a bonus
12.6%
2.0%
Women
Men
UPPER
57%
63%
43%
37%
We want to make Crieff Hydro a great place to stay and a great place to work. Getting it right on gender pay is part of that. We welcome the new reporting requirements and confirm the figures shown here are a true and accurate reflection of the position. The numbers appear to tell a positive story and having produced them we look forward to deepening our understanding of what lies behind the numbers in the coming year. Whilst the bonus pay gap appears high that’s because we only paid a bonus to a handful of people. This was not a representative profile versus the usual hundreds who are eligible for bonus in a typical year. Stephen Leckie, CEO Crieff Hydro
CRIEFF HYDRO HOTEL – Gender pay gap report Calculated in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Data as of April 2017
GENDER SPLIT BY ROLE Women
WHOLE TEAM
55%
MANAGERS
LEADERSHIP TEAM
BOARD OF DIRECTORS
45%
68% 30% 40%
Men
32% 70% 60%
Behind the numbers
Adjusting for non-executive directors who support the business with their external expertise reduces our Mean pay gap to 3%. Taking out all directors reduces it further to -1.8%, meaning we effectively have no pay gap below director level. We have two female and three male directors on the Board.
Recruitment style: Our motto is ‘hire for personality, train for skills’. We look for a passion for the industry first and then assess skills and development needs. We think this helps us to build a diverse and welcoming team. Pay & benefits policy: We benchmark all our roles to the market. We pay all team members within bandings which helps to avoid gender discrepancies. We see our team members as our biggest ambassadors so we offer a generous benefits package to enable them to experience the same hospitality we offer our guests. Flexibility: We offer all kinds of roles with all kinds of hours for all kinds of people. Mind the gap: Over the coming year, and beyond, we’ll continue to work to make sure our roles at all levels are accessible regardless of gender, in keeping with our strategy of recruiting the best people for our business. Shona Bell Head of Organisational Capability and Change, Crieff Hydro Hotel