GENDER PAY GAP REPORT 2022 to 22
WHAT IS THE GENDER PAY GAP?
The gender pay gap measures the difference in the average pay of men and women across an entire
organisation, regardless of the role or the nature of their work, and can be the result of many factors,
including the number of men and women in each role or the total number of men and women in the
organisation.
WHAT IS OUR APPROACH/POLICY ON GENDER PAY?
At Ego Restaurants Holdings Ltd we are an equal opportunities employer and believe pay, bonus and position
should be a reflection of performance over any other factor, and all our employee pay reviews are
conducted against that criteria, with our restaurant team member pay also a reflection of age.
Hourly Rate
Women’s Hourly Rate is
12.06% Lower (05.04.2021 20.17% Lower) 4.06% Lower (05.04.2021 26.37% Lower)
(Mean) (Median)
Pay quartiles
How many men and women are in each quarter of the employer’s payroll.
Top Quartile
67.3% Men (05.04.2021 34.8%) 32.7% Women (05.04.2021 65.2%)
Upper Middle Quartile
62.5% Men (05.04.2020) 100% 37.5% Women (05.04.2021 0.0%)
Lower Middle Quartile
50.6% Men (05.04.2021 62.5%) 49.4% Women (05.04.2021 37.5%)
Lower Quartile
41.8% Men (05.04.2021 70.8%) 58.2% Women (05.04.2021 29.2%)
Bonus Pay
| Women’s Bonus pay is: | Who received bonus pay | ||
| 9.05% lower | 77.78% lower | 17.14% | 8.99% |
| (05.04.2021 46.30%
lower) |
(05.04.2021 82.19% lower) | (05.04.2021 1.86%) | (05.04.2021 0.87%) |
| (Mean) | (Median) | of Men | of Women |
EXPLAINING THE GENDER GAP
The majority of our employees are restaurant based and our restaurant pay structure below management level is based on age and the national minimum wage, not gender.
The majority of our employees in the lower pay bands are in our younger age brackets, with an almost even 50/50 split of roles by gender. We are confident that men and women are paid equally for doing equivalent jobs across the business. However, there is an impact on average pay rates caused by the distribution of roles between men and women at a senior level which we expect to reduce over time. We believe in having an inclusive and diverse organisation where men and women can achieve their full potential. The data used has been affected by Covid and therefore excludes anyone that did not receive full pay.
I, Julie Leigh Finance Director, confirm that the information in this statement is accurate and the figures set out above have been calculated using the standard methodologies used in the Gender Pay Gap Regulations 2020.
Bonus Pay
Bonus Pay
| Women’s Bonus pay is: | Who received bonus pay | ||
| 9.05% lower | 77.78% lower | 17.14% | 8.99% |
| (05.04.2021 46.30%
lower) |
(05.04.2021 82.19% lower) | (05.04.2021 1.86%) | (05.04.2021 0.87%) |
| (Mean) | (Median) | of Men | of Women |
EXPLAINING THE GENDER GAP
The majority of our employees are restaurant based and our restaurant pay structure below management level is based on age and the national minimum wage, not gender.
The majority of our employees in the lower pay bands are in our younger age brackets, with an almost even 50/50 split of roles by gender. We are confident that men and women are paid equally for doing equivalent jobs across the business. However, there is an impact on average pay rates caused by the distribution of roles between men and women at a senior level which we expect to reduce over time. We believe in having an inclusive and diverse organisation where men and women can achieve their full potential. The data used has been affected by Covid and therefore excludes anyone that did not receive full pay.
I, Julie Leigh Finance Director, confirm that the information in this statement is accurate and the figures set out above have been calculated using the standard methodologies used in the Gender Pay Gap Regulations 2020.