Gender Pay Gap Report

THE ALCHEMIST BAR & RESTAURANT LTD. GENDER PAY GAP REPORT

THIS IS OUR REPORT FOR THE SNAPSHOT DATE OF 1 APRIL 2019

The mean gender pay gap is 4%
The median gender pay gap is 0.5%
The mean gender bonus gap is 26.2%.
The median gender bonus gap is 23%
The proportion of male employees receiving a bonus is 7% and the proportion of female employees receiving a bonus is 12%.

PAY QUARTILES BY GENDER:

 

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

What are the underlying causes of our gender pay gap?

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The Alchemist is committed to the principle of equal opportunities and equal treatment for all employees in accordance with the Equality Act. We have a policy of paying employees equally for the same or equivalent work, regardless of their sex.   To ensure this, we carry out pay and benefit audits at regular intervals; evaluate job roles and pay scales as necessary to ensure a fair structure and deliver Equality Training to all managers within the business.

We are therefore confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. It is simply the result of the difference in roles which men and women hold within the organisation and the salaries that these roles attract.

Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations.)

This is reflected within the split of roles between genders within The Alchemist as 65% of senior positions are held by men.

However, in the lowest quartile, the split is much smaller with  57% women compared to 43% men

How does The Alchemist gender pay gap compare with that of other organisations?

The vast majority of organisations have a gender pay gap and we are pleased to be able to say that our gap compares favourably with that of other organisations, including those within our industry.

The mean gender pay gap for the whole economy (according to the October 2019 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17.3%, while in the food and beverage service activity sector is 8.9%. At 4%, Our company’s mean gender pay gap is, therefore, significantly lower than both that for the whole economy and that for the food and beverage service activity sector. 

The median gender pay gap for the whole economy (according to the October 2019 ONS ASHE figures) is 17.3%, while in the food and beverage service activity sector it is 3.7%. At 0.5%, The Alchemist median gender pay gap IS SIGNIFICANTLY lower than both that for the whole economy and that for our sector and has also reduced by 1.6% from last year.  the reason behind this is due to the fact that the vast majority of our employees are on a set rate and on the same rate of pay irrespective of gender.

The bonus data shows that the mean gender pay gap has reduced from 55.6% to 26.2%, the median pay gap is 23%. as THE BONUS amounts paid are relatively low the results are skewed by a small sample size but indicate that whilst the distribution of bonuses differ between men and women, it is not the case that women are disadvantaged.   all Bonus amounts received by men and women are comparable across job roles.

Our company’s gender pay gap compares favourably with that of organisations both across the whole UK economy and within the food and beverage service activity sector, however this is not a subject about which we are complacent. We are committed to doing everything that we can to reduce the gap and are confident that it will narrow in next year’s results.

The Alchemist has always been a Company where people can thrive and develop regardless of their gender or background and we will continue to offer fair, equitable pay to all our teams.

I confirm that the data published in this report is accurate.

Simon Potts, Managing Director.