Gender Pay Gap Report 2023

We are a customer centric and data-led organisation. Diverse, inclusive and detailed in our analysis. Our key social aspirations for the workplace are to reflect the wide-ranging audience demographics that our venues attract and to be a fair and responsible employer. To do this, we must study the data of our colleague populations and take a holistic approach to determine the focus of our future efforts.

Gender pay gap reporting is a mandatory requirement but one such measure that will help us achieve our aspirations. The Government stipulates a specific methodology to ensure that all businesses calculate the data in the same way. This methodology includes specifying a date, referred to as the ‘snapshot date’, which for this report was 5 April 2023.

The total headcount of permanent and casual employees for the 2023 data set was 1940, of which 46% identify as male (896) and 54% identify as female (1044).

The gender pay gap is expressed as the difference in pay between males and females as a percentage of the male earnings. Both the mean and the median figures are required for reporting.

2023 key observations:

0% median pay gap year on year between 2022-2023.

5% mean pay gap reduction year on year between 2022-2023.

Women made 0.91p for every £1 that men made.

There has been a significant median change since 2022. This has been affected by the increased number of employees on a variable rate of pay – 482 individuals in 2022 v 1073 in 2023. This population includes colleagues employed on a casual basis working flexible hours on fixed, hourly rates.

If the number of colleagues working on variable rates increases or remains high, it will affect the overall pay gap result for the business in future years. Both the median and mean figures will continue to lower as this population of employees becomes larger.

HOURLY RATES OF PAY	MALE	FEMALE	PAY GAP
MEAN HOURLY PAY (£)	14.96	13.54	9%
MEDIAN HOURLY PAY (£)	11.00	11.00	0%

Those in permanent roles with fixed, contracted hours, feature more heavily in the Lower Middle, Upper Middle and Upper Quartiles. Of this three quartiles’ total population (1940) there are more women than men, however when focusing on the Upper Quartile alone there are 12% less women in these highest earning roles by hourly rate. As part of the Group’s succession planning process, strategies are in place to determine which individuals from the Upper Middle Quartile can be developed and promoted into these roles.

Regarding bonus data, the Group has continued to keep the pay gap below zero. Albeit the proportion of bonus payments was a little lower than for men, the pay gap was still 12% lower year on year and 21 more women received bonuses than men.

QUARTILE	MALE	FEMALE
Upper Quartile	56%	44%
Upper Middle Quartile	43%	57%
Lower Middle Quartile	43%	57%
Lower Quartile	44%	56%

 

BONUS DATA	MALE	FEMALE	PAY GAP
MEAN BONUS DATA	243.67	272.61	-12%
MEDIAN BONUS DATA	75.00	50.00	33%
PROPORTION OF BONUSES (numbers)	400	421	-5%
PROPORTION OF BONUSES	43%	39%	9%

Over the next year, we will continue to monitor the data at regular intervals to ensure we make meaningful change, further reducing the gender pay gap across all colleague quartiles.

Attestation

The data in this document is accurate and in line with Government reporting regulations.

Vanessa Di Cuffa, Chief People Officer, NEC Group