Gender Pay Gap Report
HF Holidays is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
As an organisation we are fully supportive in helping to eliminate any gender pay gap in Great Britain while addressing gender representation and supporting women in the workplace. HF Holidays remain committed to the principal that we will not discriminate on pay, bonus or benefits based on anyone’s gender or sexual orientation and will work towards having a diverse and gender balanced workforce that reflects the customers and communities we serve.
We are required to publish the results on our own website and on a government website.
This report details our April 2018 to April 2019 results compared to the previous year.
Statutory Disclosure
HF HOLIDAYS MEAN PAY GAP
This is the difference between the average pay for male and female employees taking into account all roles within HF Holidays, on the snapshot date of 5 April 2019.
When comparing mean hourly rate, women earn 104.73p for every £1 that men earn.
* Source: Annual survey of Hours and Earnings, Office for National Statistics, October 2019
Current Year | Previous Year | Difference | National Average |
|---|---|---|---|
-4.73% | 7.76% | -12.49% | 17.3%* |
HF HOLIDAYS MEDIAN PAY GAP
This is the difference between the mid-point of pay for male and female employees taking into account all roles within HF Holidays, on the snapshot date of 5 April 2019.
When comparing median hourly rate, women earn 112.28p for every £1 that men earn.
* Source: Annual survey of Hours and Earnings, Office for National Statistics, October 2019
Current Year | Previous Year | Difference | National Average |
|---|---|---|---|
-12.28% | 4.44% | -16.72% | 17.3%* |
PAY QUARTILES
Pay Quartiles show the balance between male and female staff at different levels of pay. Employees are split into four equally sized groups based on their hourly rate of pay and the below table shows the percentage of men and women in each group.
Male (April 2019) | Female (April 2019) | Male (April 2018) | Female (April 2018) | |
|---|---|---|---|---|
Upper Quartile | 45.71% | 54.29% | 47.83% | 52.17% |
Upper Mid Quartile | 42.86% | 57.14% | 46.81% | 53.19% |
Lower Mid Quartile | 61.43% | 38.57% | 45.65% | 54.35% |
Lower Quartile | 54.17% | 45.83% | 32.61% | 67.39% |
BONUS PAY GAP
Percentage of male employees who received a bonus payment is 19.77% compared to 19.51% in the previous year.
Percentage of female employees who received a bonus payment is 31.43% compared to 34.78% in the previous year.
HF HOLIDAYS MEAN BONUS GAP
This is the difference between the average bonus pay for male and female employees, on the snapshot date of 5 April 2019
Current Year | Previous Year | Difference |
|---|---|---|
21.35% | 37.37% | -16.02% |
HF HOLIDAYS MEDIAN BONUS GAP
This is the difference between the mid-point of bonus pay for male and female employees, on the snapshot date of 5 April 2019
Current Year | Previous Year | Difference |
|---|---|---|
55.56% | 66.89% | -11.33% |
UNDERSTANDING OUR GENDER PAY GAP
This Gender Pay Gap report highlights that over the last 12 months, the number of women working in senior and higher paid roles has increased. Over the same period, the number of female employees in lower paid roles has decreased, which has impacted on the average pay of female employees.
As a consequence when comparing both the mean hourly rate and median hourly rate, female employees at HF Holidays are now earning more than their male colleagues.
HF Holidays will continue to focus on our Bonus Pay Gap, and will further develop its recruitment, promotion, pay and reward policies where ‘we do the right thing’ and everyone is treated fairly, respected and valued.
HF Holidays is committed to paying our team members equally for the same or equivalent work regardless of sex, age, race, religion or belief, marriage or civil partnership, pregnancy or maternity, sexual orientation, gender reassignment or disability.
Declaration
I can confirm that data reported by HF Holidays is accurate and has been calculated according to the requirements and methodology set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Kath Stephenson
Head of People and Culture
17 February 2020