Gender Pay Gap - Gender Pay Gap Report

Gender Pay Gap

2024 Report

Wyboston Lakes Resort - Gender Pay Gap Report 2024Contents

Thank you for reading Gender Pay Gap Report - 2024

INTRODUCTION

Wyboston Lakes Resort is proud to be independent and steeped in family values. We are steadfast in our commitment to fostering an inclusive environment where every team member feels they belong. This has been the cornerstone of our culture and is the reason we are known as a premier employer in the region.

Our actions are deeply rooted in the principles of Equality, Diversity, and Inclusion (EDI). These principles guide us towards a future where every individual has the opportunity to thrive. Our continued journey, detailed in our 2024 Environmental, Social, and Governance (ESG) Impact report, highlights the deliberate steps we've taken to ensure that our workplace is a mirror of the diverse world we live in.

As we continue to build on our successes, including our accolades as one of the Top 50 Best Large Companies to Work For in the UK and ranking 6th in the Best Leisure & Hospitality Company to Work For, we remain dedicated to fostering a workplace where everyone, irrespective of their background, gender or abilities, feels valued, understood, and integral to our collective success.

Steve Jones

Chief Executive Officer

Julie Ireland

Chief Financial Officer

Katherine White

People & Culture Director

THE GENDER PAY GAP

Average male earnings

Average female earnings

Gender

Pay Gap

Gender Pay Gap is not the same as equal pay.

It doesn't compare men and women doing the same job, but is more a measure of whether both genders are equally distributed across all levels of seniority of the business. Equal pay is paying men and women the same for doing the same or similar job.

All businesses are required to report both mean and median pay gaps.

OUR GENDER PAY GAP

Our Gender Pay Gap data was taken as a snapshot on 5^th April 2024 and includes all team members who were employed with the business on this date.

Our overall team is made up of:

84%

Operational

Team Members

16%

Administrative

Based roles

MEAN & MEDIAN PAY GAP

In 2024 our gender pay gap has remained within 1% of our previous years pay gap in both the mean and median pay gaps.

This is in line with our forecast of where we would expect it to be and shows our continued commitment to fair and equitable pay across the company. Our operational team members are paid in line with our pay bands, which ensures consistency in pay regardless of age, ethnicity, or gender. To support our commitment to fairness, pay rates are openly available to our teams and are included in job advertisements for all roles across the business. This practice ensures we are transparent, reinforcing our dedication to an open and honest workplace environment.

MEDIAN

Hourly Rate of Pay

9.32%

MEDIAN

Bonus Pay

(109.64)%

MEAN

Bonus Pay

40.52%

MEAN

Hourly Rate of Pay

17.95%

DIFFERENCE IN MEAN AND MEDIAN OF…

% OF TEAM WHO RECEIVE BONUS PAY

40%

Male

22%

Female

Pay Gap	2023	2024
Mean Pay Gap	17.52%	17.95%
Median Pay Gap	8.73%	9.32%

PAY QUARTILES IN 2024

Our pay quartile analysis highlights the significant representation of women within our workforce, particularly within specific teams that traditionally feature a high percentage of women team members.

Of our 255 operational team members, 34% (86) belong to the Spa and Housekeeping teams, where 97% (83) are women—a demographic composition that remains consistent, due to the nature of the roles. This distribution contributes to a higher concentration of women in the lower and middle pay quartiles. While we always prioritise hiring the best candidate for each role, irrespective of gender, the predominance of women in these roles influences the overall representation in our equitable pay bands.

PAY QUARTILES CONTINUED…

Our Senior Leadership Team leans towards a female bias of gender distribution with a 60/40 split between women and men, mirroring this equity at the highest levels of our organisation, including equal representation on our main Board.

We take pride in our family heritage, notably with our Chairwoman, who is the granddaughter of the founder, exemplifying the influential roles women have played and continue to play in shaping our business both now and in the future.

Despite the high proportion of women across our company and their significant career advancements, the predominance of women in certain roles, especially below the Assistant Manager level, impacts the gender distribution across our pay quartiles. We remain committed to fostering career progression for all employees, ensuring that our workplace reflects both our respect for diversity and our commitment to gender equality.

	Women	Men
All Team Members	69%	31%
Senior Leaders	60%	40%
Senior Managers	55%	45%
Managers/HOD's	55%	45%
Assistant Managers	30%	70%
Supervisors	68%	32%

EVERYONE BELONGS AT WYBOSTON

Our internal strapline ‘You belong at Wyboston’ is more than just words on paper.

We truly believe that every team member plays an important role in the business. We encourage our team members to act within the values of the business and with that ensure that they treat everyone – whether that be their colleagues or guests – as though they belong with us.

OUR

VALUES…

EVERYONE BELONGS AT WYBOSTON

Continued…

We have continued the development of our Managers within the business through our internal Wyboston Walkways programme which develops team members through to senior manager level. We also have had 18 of our women managers enrolled in in Jodi Goldman’s Face Forward programme. This program empowers women to conquer imposter syndrome, assert their voice, and advocate for themselves. In 2025, we will be balancing our women managers development with that of our men and enrolling up to 10 of them in Jodi’s Stepping Out programme, which empowers men to become greater leaders.

Recognising the importance of comprehensive career support, we are exploring additional avenues to foster the development of all our team. This includes coaching, mentoring, and leadership development programmes tailored to meet the diverse needs of everyone.

We are continuing our ‘Your Voice Belongs’ focus groups which encourages our teams to engage with our ESG objectives. This initiative ensures that every team member, at every level, can contribute to and engage with our goals, reinforcing a shared sense of purpose and direction.

We were delighted in October 2024 to be recognised for the second consecutive year with a Silver award by “inclusion in”, for our ongoing efforts to make Wyboston Lakes a place where everyone feels they belong.