OUR GENDER PAY REPORT COMPASS GROUP UK

Transcription

1 OUR GENDER PAY REPORT COMPASS GROUP UK

2 Foreword Compass Group UK s median gender pay gap is 12.3%*, which is better than the UK s median gender pay gap of 18.2%**. However, we recognise that there is more we can do. Our gender pay gap reflects the average paid to men and women across our UK business. It is not a comparison of pay rates for men and women doing work of equal value. While women make up the majority of our UK workforce and a significant proportion of senior positions, more of our most senior (and therefore highest-paid) people are currently male, a factor that influences both our gender pay and bonus gaps. At Compass Group, we are committed to the diversity and inclusion agenda. You can read more about what we are doing to address our gender pay and bonus gaps on pages 4-5. I look forward to reporting on our progress in a year s time. Chris Garside Managing Director Compass Group UK & Ireland December 2017 *The median figure is the middle point of a number set, in which half of the numbers are above and half are below. This is different to the mean, which is the sum of all the numbers in the set, divided by the amount of numbers in the set. **ONS, Annual Survey of Hours and Earnings:

3 Section 1: Our Across all Compass Group UK entities*. Our Median 12.3% UK National Median 18.2% Mean 14.8% Median Bonus Gap 35.6% Mean Bonus Gap 73.5% 6.3% of women 11.2% of men Pay Distribution Upper Upper Middle Lower Middle Lower Women Men 46.0% 54.0% 56.7% 43.3% 62.9% 37.1% 76.2% 23.8% Women make up 60.5% of our workforce The Equality Act 2010 ( Information) Regulations 2017 require relevant organisations comprising multiple legal entities to report each relevant entity separately. Turn to page 7 for a breakdown of our legal entities. *Excludes Northern Ireland but includes Compass Group PLC and Compass Group Holdings PLC. 3

4 Addressing Our As part of a number of diversity and inclusion initiatives, our award-winning Women in Food programme aims to attract more women to this exciting and diverse industry*. Through this we want to: Attract more female chefs and support their development; Provide more opportunities for women to progress into senior positions and increase the proportion of women on our senior leadership team; and Enhance the support we provide to parents returning to work after parental and adoption leave. Here are some examples of our work in this area. 4 *Winner - Best Initiative to Retain and Develop Women, 2017 Shine Awards; Winner - Best Diversity Initiative, 2017 Caterer.com People Awards.

5 More female chefs Compass Group UK & Ireland employs just under 4,500 chefs. 35% of them are female. This is far higher than the average representation of women in chef roles across the UK.* We want to attract even more women into chef roles with us and support their career progression. Our Women in Food Ambassadors Network, made up of eight of our female chefs, plays an important role in helping us to achieve this. As well as working externally to inspire more women to consider a career as a chef, our Ambassadors also support the needs of our female chefs across the business through mentoring and career support. Women in leadership We have developed a programme to support the progression of more women into senior leadership roles within our business. The programme has been designed so that mentors from our senior leadership team can help cohorts better navigate the areas that can affect a woman s career development. Supporting our working parents We have developed resources to support our people who are expecting or adopting a child as well as their managers. Our Maternity, Paternity, Adoption and Shared Parental Leave guides are designed to support employees as they prepare to take leave, during their time away from the workplace and in helping ensure a smooth return back to work. Flexible working Many of our people, including some of our senior colleagues, work parttime or flexible hours. We are positive about exploring different ways of working because it helps us attract and keep the best people in the business. *23.5% - ONS Employment by Occupation, August

6 Case Study Gemma Evans Executive Chef & Women in Food Ambassador I have worked for Compass Group for nearly eight years. I love working here because it s an organisation which offers growth to employees who are hungry for new adventures. Working in the Education sector, my day job can involve anything from reviewing menus to organising tasting sessions and training up the next generation of chefs. I love my job because I can see the value of what I add to the lives of future generations. In addition to my day job, I have also taken part in international competitions, including the World Culinary Olympics in 2012, where I was the only female chef in the UK to win a gold medal, and again in 2016, where I won a bronze medal and was the only female chef in the British team. I was also very proud to be shortlisted for Chef of the Year at the 2017 Shine Awards, which celebrate the contribution of women to the hospitality, leisure and catering industries. I am now excited to be part of the Women in Food Board and Ambassador Programme, where I hope we can encourage more women into our industry as well as supporting the successful career pathways of female chefs. 6

7 Section 2: Divisional Reporting The Equality Act 2010 ( Information) Regulations require organisations comprising more than one legal UK entity to report each relevant UK entity separately. Compass UK* Compass UK s Median 14.0% Mean 17.2% Median Bonus Gap 50.0% Mean Bonus Gap 64.4% UK National Median 18.2% Pay Distribution 6.3% 10.8% of women Women Men Upper 49.2% 50.8% Upper Middle 64.9% 35.1% Lower Middle 72.6% 27.4% Lower 77.3% 22.7% of men *Excludes Northern Ireland, Compass Group PLC and Compass Group Holdings PLC. 7

8 ICM ICM is one of the UK s leading specialist cleaning providers - helping brands create positive first impressions and great brand experiences. ICM s Median 0.3% UK National Median 18.2% Mean 5.8% Median Bonus Gap -4.0% Pay Distribution Women Men Upper 54.2% 45.8% Upper Middle 72.6% 27.4% Lower Middle 68.1% 31.9% Lower 61.9% 38.1% Mean Bonus Gap 24.0% 1.1% 2.5% of women of men 8

9 VSG VSG is a security solutions business driving value by applying innovative solutions focused on excellent customer service. VSG s Median 1.0% UK National Median 18.2% Mean -2.2% Median Bonus Gap -19.2% Pay Distribution Women Men Upper 13.6% 86.4% Upper Middle 11.7% 88.3% Lower Middle 12.4% 87.6% Lower 14.1% 85.9% Mean Bonus Gap -67.1% 9.9% of women 12.9% of men 9

10 Additional Reporting Number of employees Median Mean Median Bonus Gap Mean Bonus Gap Pay Distribution: UQ Women/Men UMQ Women/Men LMQ Women/Men LQ Women/Men Women receiving a bonus Men receiving a bonus Quadrant % 5.2% 12.7% -80.3% 76.2%/23.8% 72.0%/28.0% 79.7%/20.3% 85.2%/14.8% 1.3% 2.4% Chartwells Creative Kitchen % 25.6% N/A N/A 70.1%/29.9% 98.5%/1.5% 100.0%/0.0% 90.9%/9.1% 0% 0% The data in this report is accurate and in line with government reporting regulations. Chris Garside Managing Director Compass Group UK & Ireland Section 3: Notes to Editors We are Compass Group UK We are the UK s leading food and support services provider: the people behind the food, hospitality and services that brighten your day, make you smile and put a spring in your step operating in some 15,000 locations across the UK & Ireland. People are our business, and our people are the best in the business. We value diversity for the benefits it brings to our business, and because it enables us to attract and retain the best possible people, delivering the best possible service. Compass Group UK & Ireland Registration No Compass Group UK&I