Gender Pay Gap - Gender Pay Gap Report

Gender Pay Gap

2025 Report

Wyboston Lakes Resort - Gender Pay Gap Report 2025Contents

Thank you for reading Gender Pay Gap Report - 2024

INTRODUCTION

Here at Wyboston Lakes Resort we are proud to be a strong independent business that ensures our core values are relevant to our team and customers, and reflect the behaviours of everyone who works here. We continue to develop our already inclusive environment so that every team member feels valued and that they belong. This culture of inclusivity and belonging is why we continue to retain our reputation as a premier employer in our region.

With a committed focus on our culture of belonging, we have taken strides forwards in the development of our team and partnerships which in turn support our Environmental, Social and Governance (ESG) goals as a business.

Following on from our team Engagement Survey with WorkL in 2025, we have been recognised as one of the World’s Happiest Workplaces, and in addition to this, we are proud to have increased our engagement score showing our commitment to creating 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

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.

THE MEAN

OUR GENDER PAY GAP

Our Gender Pay Gap data was taken as a snapshot on 5^th April 2025 and includes all team members who were employed with the business on this date.

Our overall team is made up of:

83%

Operational Team Members

17%

Administrative Based Roles

	2023	2023	2024	2024	2025	2025
	Women	Men	Women	Men	Women	Men
Team Members	202	105	208	105	164	105
% Team Members	66%	34%	66%	34%	61%	39%

	2023	2024	2025
Total Team Members	307	313	269

MEAN & MEDIAN PAY GAP

In 2025 our mean pay gap has reduced by just over 7.5% which is positive whilst our median pay gap has increased by just over 2%. As a business we remain committed to promoting pay equity across all roles and levels, which ensures that all team members carrying out the same role receive the same pay regardless of gender.

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 is a testament to our core value of transparency, reinforcing our dedication to an open and honest workplace environment.

Pay Gap	2024	2025
Mean Pay Gap	17.95%	10.18%
Median Pay Gap	9.32%	11.48%

Difference in Mean and Median of

MEDIAN

Hourly Rate of Pay 11.48%

MEAN

Hourly Rate of Pay 10.18%

MEDIAN

Bonus Pay 14.59%

MEAN

Bonus Pay 26.74%

% of Team Members who Receive Bonus Pay

Male: 40%

Female: 28.65%

MEAN & MEDIAN PAY GAP

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 224 operational team members, 21% (46) work within Housekeeping where 94% of the roles are occupied by women, in addition 55% (41) of our F&B team members are also female. Both of these areas with the exclusion of supervisory & management roles are paid within the lower quartiles. 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.

	Men	Women	Men	Women	Men	Women
Upper Quartile	42%	58%	45%	55%	52%	48%
Upper Middle Quartile	39%	61%	39%	61%	38%	62%
Lower Middle Quartile	24%	76%	29%	71%	47%	53%
Lower Quartile	40%	60%	25%	75%	24%	76%

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.

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 commitment to our inclusive culture and sense of belonging was reflected in our 2025 engagement score of 79% which has seen an improvement in all areas of the business and with us continuing our ‘Your Voice Belongs’ listening sessions which encourage team members to come along share ideas, air their views and tell us what is important to them, this has helped us scope the direction that we want to continue to develop the people within the business.

Recognising the importance of career development for all those team members who want it, we have continued developing our Wyboston Walkways development programme which are open to all team members regardless of gender. This includes considering coaching, mentoring, and leadership development programmes tailored to meet diverse needs.

We were delighted in October 2025 to be recognised for a third consecutive year with Silver award in the ‘inclusion in’ Maturity Curve with an increased score, that recognises the progress we continue to make in our inclusion journey in creating a culture where everyone truly belongs.