Gender Pay Gap Statement
Daniel Thwaites’ approach to pay continues to be a simple one. We reward our staff fairly for the job they do, regardless of gender. Our processes and policies support this and we love having diverse teams in our properties.
We work hard on ensuring our framework covers all grades and, like many other hospitality and retail businesses, we pay at least the national minimum wage for roles. Our grading structure represents the way we do business – it’s straightforward and considers what is right for us.
Our gender pay gap is a reflection of both where we are in our journey and the progress we have made.
How we are continuing to tackle our gender pay gap and what progress have we made
Our fundamental principles from the previous year remain unchanged and we continue to focus on these elements.
- Keep doing the right things
We know that if we stick to being fair and equitable with all our employees we will continue to drive down the gender pay gap. We need to maintain our effort on developing more female managers who are eligible for bonus pay.
- Challenge ourselves to think differently
We have different areas in our business that historically attract a higher proportion of females or males and we need to address this more pro-actively. We will focus on creating the right culture to encourage females to apply for senior management roles by:
- Reviewing our recruitment and selection processes to understand why we are not attractive to female senior leaders, and then action those points.
- Pro-actively striving for a 70% internal promotion rate for managers.
- Having a balanced male to female ratio in our internal management development programmes which will then feed into the metric for internal promotions.