The median gender pay gap for Center Parcs Ireland is 11.4% and the mean gender pay gap is 16.4%. These figures represent the amount less that an average female employee earns, compared to an average male employee. We feel that these figures are reassuring, but we know we still have work to do to reduce the gap even further.
We strive to ensure there is strong female representation at all levels of the business – at Center Parcs Ireland, 38% of the line management team are women, including the role of Deputy Village Director. We are one of the major employers of women in the local area, with 770 female colleagues compared to 470 male colleagues.
We also offer roles within our Housekeeping division which are ideally suited to working parents, with options to fit around school hours and a majority of roles only being contracted to work on Mondays and Fridays.
We know that there is a gender pay gap in terms of hourly pay for women.
We recognise that this is in part due to more men holding senior positions within the business and we are taking active steps to introduce pathways to help our female colleagues progress. We know we have a high number of female employees, and we want to ensure we nurture and support the talented women within the organisation.
Some of the actions we are taking this year include:
Whilst we do have a relatively even split across the upper quartiles, we are conscious that there are significantly more women in the lower quartiles than men. We are seeking to understand why this is and looking at actions we can take to combat this.
Upper quartile (highest paid)
Upper middle quartile
Lower middle quartile
Lower quartile (lowest paid)
The chart shows the proportion of men and women per earnings quartile for the four quartiles. There is a fairly even split across the upper quartile (the highest paid). There are more women than men in the remaining three quartiles, with the highest proportion of women being in the lower quartile (lowest paid), followed by the lower middle quartile and then the upper middle quartile.
Our median bonus pay gap is 0% and our mean bonus pay gap is -13.7%. This means that fewer men received bonus payments than women.
This is due to the fact the the business did not pay Shared Success (bonus payments for employees) or Management Bonuses (bonus payments for managers) during the reporting period, due to the impact of the pandemic. Bonus payments also incorporate commission from sales in Aqua Sana Spa - we have more female employees in the spa than male, which has influenced the bonus pay gap.
Benefits in Kind are specific employee benefits for senior managers, such as company cars and private medical care.
Benefits in Kind
The chart shows the proportion of men and women receiving bonus payments and Benefits in Kind. More women than men received bonus payments in FY22. However, more men than women received Benefits in Kind.