Potters Leisure Limited Gender Pay Gap Statement 2023
Potters Leisure Limited as a relevant employer with more than 250 employees is obliged by law to prepare and publish Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The gender pay gap measures the difference in the average hourly rate of pay including bonuses paid between all the men and women in a Company. In accordance with the regulations this information 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 different to “Equal Pay”, which is concerned with the legal requirement for men and women to receive the same pay for identical work. Potters Leisure Limited fully supports and implements this principle across equivalent roles throughout the business. We are committed to the principles of equal pay for all employees and will continue to regularly evaluate and measure to ensure we eliminate any gender bias in our developing pay and bonus structures taking any relevant action should any inequality be highlighted.
This report provides our gender pay gap report for the snapshot date of 5th April 2023.
Our findings demonstrate a positive overall position with regards to gender pay within Potters Leisure Limited. We are delighted to note that our headline figures are significantly below the national averages held at the Office for National Statistics which found across all employers who reported, the gender pay gap averaged 12.0% based on median hourly pay. By comparison, the gap in median hourly pay (excluding overtime) across employers of all sizes was 14.3%.
Historically we have more female roles across the company, and comparatively high female opportunities in the upper middle quartile. Whilst the effect on this business of the pandemic had severely impacted the reported 2021 statistics, in 2022 and 2023 these are returning to normal levels. We believe we compare very favourably with many businesses for the numbers of female employees in senior positions throughout the multi-disciplinary teams across the business. Our policy is and will continue to be on developing people based on talent and ability regardless of gender.
Our findings are as follows:
| 2023 | 2022 | |
|---|---|---|
| Mean Gender Pay Gap | 5.67% | 5.66% |
| Median Gender Pay Gap | 5.93% | 7.71% |
| Mean Bonus Pay Gap | 0.16% | -9.49% |
| Median Bonus Pay Gap | 8.05% | 5.04% |
| Proportion of bonuses by Gender (Male) | 13.17% | 20.79% |
| Proportion of bonuses by Gender (Female) | 14.98% | 19.42% |
Proportion of males and females in each quartile band:
| 2023 | 2022 | |||
|---|---|---|---|---|
| Lower Quartile | 46% Male | 54% Female | 54% Male | 46% Female |
| Lower Middle Quartile | 34% Male | 66% Female | 51% Male | 49% Female |
| Upper Middle Quartile | 60% Male | 40% Female | 56% Male | 44% Female |
| Upper Quartile | 51% Male | 49% Female | 62% Male | 38% Female |