Gender pay gap report UK

UK Gender Pay Gap Report 2023

The gender pay gap at Center Parcs

In 2023 the median gender pay gap at Center Parcs is 7.0%. This compares with a UK median average of 14.9% (based on ONS data as at October 2022). The mean gender pay gap is 12.8% (compared to 16.1% in 2020/21). 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. However, we are proud that we have already successfully reduced our gender pay gap from 13.2% in 2017 (our first gender pay gap report) to 8.0% at present.

We are a major employer of women, with more than 6,000 female colleagues compared to around 2,400 male colleagues. 72% of our female colleagues and 37% of our male colleagues are employed on a part-time basis, a large majority of whom work within our Housekeeping division. These roles 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 are committed to ensuring there is strong female representation at all levels of the business and we will continue to monitor longer-term trends in respect of the gender pay gap at Center Parcs and take action to ensure this is reduced.

Understanding the gender pay gap at Center Parcs

There is a gender pay gap in terms of both hourly pay and bonus payments. The primary reason for this is due to the demographic pay gap at Center Parcs. This means that the reason for the pay gap is because more men are in senior positions at Center Parcs than women. When men and women are doing the same roles or roles of equivalent value, there is no pay gap evident.

During the course of the year we have had a number of senior appointments of women in the business –including one Board Director reflected in the report and a further Board appointment after the snapshot date.

We continue to support and nurture the careers of women within the organisation looking to progress, including running our successful Women’s Development Programme. Over 140 women have now been on this programme.

Our steps to reduce the gender pay gap

Some of the actions we are taking this year include:

  • All of our workers, regardless of age, are paid more than the Government’s National Living Wage
  • Adopting a flexible approach to working patterns for current and future employees to attract and retain a diverse workforce
  • Rolling out diversity and inclusion training to all employees
  • Integrating diversity and inclusion into our policies
  • Continuing to run our annual Women’s Development Programme, delivering coaching and mentoring to our female employees, helping to progress our key talent
  • Introducing our menopause policy and working with colleagues across the business to support them at this time and keep their knowledge and skills within the business and allow them to progress their careers.

The gender pay gap in numbers

Proportion of men and women per earnings quartile

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.

Pie chart showing the proportion of men and women per earnings quartile. See text description of figure 1 for a full description of the image. See full dataset for all data. Figure 1: Pie chart showing the proportion of men and women per earnings quartile

Upper quartile (highest paid)

Men: 41.5%
Women: 58.5%

Upper middle quartile

Men: 38.7%
Women: 61.3%

Lower middle quartile

Men: 23.3%
Women: 76.7%

Lower quartile (lowest paid)

Men: 22.4%
Women: 77.6%

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.

Bonus pay gap

Our median bonus pay gap is 51.0% and our mean bonus pay gap is 73.1%. This means that fewer men received bonus payments than women.

Men: 54.2%
Women: 59.0%

Number of employees by gender and working pattern

Men: 2,432
Women: 6,018

Men: 1,521
Women: 1,668

Men: 911
Women: 4,350

Number of employees by seniority level

Men: 6
Women: 0

Men: 16
Women: 8

Men: 226
Women: 170

Men: 2,184
Women: 5,840

Statutory disclosures

Center Parcs group has three separate legal entities which employ more than 250 employees and that we are required to provide figures for. The numbers relating to these are as follows:

Center Parcs Limited

Mean: 16.3%
Median: 7.9%

Mean: 78.1%
Median: 49.8%

Men: 56.5%
Women: 61.5%

Upper quartile (highest paid)

Men: 42.2%
Women: 57.8%

Upper middle quartile

Men: 37.7%
Women: 62.3%

Lower middle quartile

Men: 19.2%
Women: 80.8%

Lower quartile (lowest paid)

Men: 20.1%
Women: 79.9%

Center Parcs (Operating Company) Limited

Mean: 4.5%
Median: 1.8%

Mean: 54.1%
Median: 46.9%

Men: 52.6%
Women: 55.5%

Upper quartile (highest paid)

Men: 39.6%
Women: 60.4%

Upper middle quartile

Men: 42.9%
Women: 57.1%

Lower middle quartile

Men: 39.6%
Women: 60.4%

Lower quartile (lowest paid)

Men: 35.2%
Women: 64.8%

CP Woburn (Operating Company) Limited

Mean: 8.0%
Median: 5.5%

Mean: 52.7%
Median: 51.3%

Men: 48.8%
Women: 53.7%

Upper quartile (highest paid)

Men: 38.8%
Women: 61.2%

Upper middle quartile

Men: 37.2%
Women: 62.8%

Lower middle quartile

Men: 23.4%
Women: 76.6%

Lower quartile (lowest paid)

Men: 22.1%
Women: 77.9%