Gender Pay Gap Report


Addressing the gender pay gap

The gender pay gap is the difference between the average earnings of men and women. 

In both 2019 and 2020, the median pay gap at Center Parcs was 10.6%, compared to a UK median average of 15.5% (ONS, October 2020). Our mean pay gap in 2020 was 14.1%, compared with 17.2% in 2019.

We are making progress, however we know that we still have work to do. We are seeking to understand, and address, the barriers to women’s development in the workplace and, in particular, we have taken great strides in increasing flexible working opportunities and empowering our colleagues to work from home, allowing for greater flexibility with childcare. We recognise that our gender pay gap exists due to more men being in senior positions in the business, and we have been successfully running a Women’s Development Programme for the last three years, equipping women in both management and non-management roles with the tools to progress their career and increase their confidence. We are continuing to review our recruitment processes to ensure we are attracting people from a diverse talent pool which reflects society more widely.

We have many talented women at Center Parcs and we are committed to nurturing their careers, encouraging them to reach their full potential, and providing open and inclusive routes to promotion across the business.


COVID-19 pandemic

The impact of the COVID-19 pandemic on women’s jobs has been heavily reported. At Center Parcs, we have a predominantly female workforce and committed to preserving jobs throughout the pandemic, recognising that all of our employees faced different challenges and working to support their individual circumstances as much as possible. Some of the steps that we took to support colleagues included:

  • Offering flexible and home working where it was feasible to do so, allowing our employees greater flexibility with childcare and supporting vulnerable relatives throughout the pandemic - we plan to continue this strategy moving forward
  • Offering access to the furlough scheme for those who could not work flexibly and had caring responsibilities or health concerns
  • Signposting mental health and wellbeing support throughout the pandemic to ensure that all our staff felt supported, whether on-site, working remotely or on furlough

As we return to business as usual, we are taking this opportunity to review our recruitment, working and training practices to ensure they encourage diversity and inclusion.


Women’s Development Programme

During FY19 and FY20 we delivered the Women’s Development Programme to more than 60 female colleagues across our villages and Head Office. These were women within management and non-management roles who identified themselves as wanting to increase their confidence and learn new skills and approaches.

During FY22, we are continuing to review key issues of diversity and inclusion at work to understand how we can improve women’s development opportunities across the business.


Flexible working

Following the COVID-19 pandemic, we have made the decision to continue our flexible working approach, allowing our employees more opportunity to manage caring responsibilities at home. We know that this is still a big barrier to progression for women in the workplace and we hope that this step will help to reduce the gender pay gap moving forward.

Our new policies will give our colleagues greater flexibility to manage their lives outside of work. The majority of our office-based employees worked remotely throughout the pandemic, and they will continue to have this option (where possible) moving forward. For our colleagues working on our villages or in roles with structured shift patterns, we feel we offer something unique in terms of the variety of working patterns available. As a business which is operational 24/7, we have a huge range of options which will allow colleagues to balance their work and home lives.



We are continuing to review our recruitment processes to ensure they facilitate diversity and inclusion. Our ongoing work includes:

  • Using inclusive advertising and selection methods
  • Considering the language used in our job adverts
  • Removing unnecessary barriers to entry by simplifying job requirements
  • Publicising our values and flexibility to attract from a more diverse talent pool
  • Working to reduce unconscious bias through manager training
  • Monitoring the diversity of applicants to understand where we need to focus our efforts

View our Gender Pay Gap Report 2020

View our Gender Pay Gap Report 2019

View our Gender Pay Gap Report 2018

View our Gender Pay Gap Report 2017