The Brend Collection is continuously taking action to evaluate policies and the drivers of the gender pay gap to ensure their effectiveness in tackling disparities. Brend Hotels is an equal opportunities employer and is committed to reducing our gender pay gap.
| Gender Pay Gap Reporting | 2023 | 2022 |
|---|---|---|
| The mean gender pay gap | 7.7% | 6.9% |
| The median gender pay gap | 5% | 3.1% |
| The mean bonus gender pay gap | 23.7% | 24.8% |
| The proportion of males receiving a bonus | 16.8% | 17.2% |
| The proportion of females receiving a bonus | 12.5% | 13.5% |
| Gender Pay Gap Reporting | Male | Female |
|---|---|---|
| Top quartile | 62.3% | 37.7% |
| Second quartile | 45.8% | 54.2% |
| Third quartile | 35.5% | 64.5% |
| Forth quartile | 48.6% | 51.4% |
The mean and median gender pay gap above is well below the national average for the accommodation and food sector. We recognise that the proportion of male and female employees in the top quartile falls short of where we would like to be, but historically this is reflective of the industry sector.
We, at the Brend Collection, are committed to achieving a diverse team in all our varying roles within the company. We are focused on recruitment, career development and training to improve the percentage of women in all senior positions within the company. It will take time for the figures in the top quartile to become more balanced, as the senior roles do not historically change that regularly. However, I am pleased to report an improvement in the percentage of females in the top quartile from the previously reported figures.
I confirm that the figures disclosed above in our gender pay gap report for 2023 are accurate and have been calculated in accordance with the gender pay gap reporting requirements.
John Brend - Managing Director