The gender pay gap is the difference between the average earnings of men and women.
In 2021, our mean pay gap was 16.1%, compared with 14.1% in 2020 and 17.2% in 2019.
In both 2019 and 2020, the median pay gap at Center Parcs was 10.6%, compared to a UK median average of 15.5%. In 2021, the median pay gap was 7.1% (compared to a UK average of 15.4%).
However, reporting for 2021 must be viewed in context, given that a significant number of our employees were not included in the figures due to being on furlough (or other leave) during the reporting period. Therefore, whilst we recognise that a reduction in the gender pay gap is a fantastic step in the right direction, we are continuing to monitor the longer-term trends to ensure any reduction is sustained.
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 continue to run a successful Women’s Development Programme, 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.
Following the COVID-19 pandemic, we have made the decision to continue our flexible working approach, allowing our current and future 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 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.
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. Of the 60 women who have participated in the development programme since its launch, 25 have since been promoted within the business.
Whilst the programme was paused during the pandemic, we are pleased to be reintroducing this successful development programme in the near future to continue coaching our female employees and supporting them to reach their full potential.
As retirement ages increase, we know that more and more of our female employees are experiencing menopause whilst at work. We have introduced guidance for managers to encourage natural conversations, raise awareness and provide practical advice on how they can support their colleagues to continue their careers.
We are continuing to review our processes and policies to ensure they facilitate diversity and inclusion. In particular, relating to recruitment, we have been working to: