2017 G E NDE R PAY GAP RE PORT

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1 SOHO HOUSE & CO G E N D E R PAY G A P R E P O R T

2 NICK JONES Founder and CEO As a fast growing company, Soho House & Co places high importance on giving equal opportunities and rewards to all our employees. Since opening our first House in London 23 years ago, we ve grown the company to include Houses, restaurants, work spaces, spas and retail all around the world. Celebrating diversity is part of our DNA and is something I m pleased to say is reflected across our membership and our workforce. On a personal level, and as a father to three girls, providing a level playing field for women is very important to me. Research shows that increased opportunity for women could raise GDP in the UK by six per cent*. In the past year, four of our most senior appointments have been female; chief marketing officer Tracy Yaverbaun, chief creative officer Chloe Macintosh, chief investment officer Samanta Stewart and managing director for retail, Beth Blakeman-Shead. Though our results show that our is well below the national average there is still work to be done. Eradicating any gender inequality is something I m committed to making happen as we continue to develop and expand Soho House & Co around the world. SOHO HOUSE & CO AVERAGE UK WHAT IS THE GENDER PAY GAP? MEDIAN MEDIAN -2.0% 9.1% The gender is defined as the difference between the mean or median hourly rate of pay and bonuses that male and female colleagues receive. MEAN MEAN Equal pay on the other hand, is measured by the pay difference between men and women who carry out the same jobs, similar jobs and work of equal value. 6.9% 14.1% Difference between the hourly rates of pay MEDIAN EXPLAINED Comparing the median hourly rates of pay is a useful way of understanding the typical situation within a group. It takes all salaries in the sample, lines them up in order from lowest to highest and picks the middle-most figure. This number is less susceptible to distortion by very large or very small pay rates. Our median gender for 2017 is -2.0 per cent, with male employees paid an average of per hour, and female employees paid an average of per hour. MEAN EXPLAINED Comparing the mean hourly rates of pay is a useful way of understanding the overall picture within a group. However, the usefulness of this is limited as very large or very small pay rates can easily distort the final results. Our mean gender for 2017 is 6.9 per cent, with male employees paid an average of per hour and female employees paid an average of per hour. This is due to a higher number of men in the workforce at Soho House & Co. *Women in the economy II by Citibank SOHO HOUSE & CO 2017 GENDER PAY GAP REPORT

3 PROPORTION OF FEMALE AND MALE COLLEAGUES IN EACH PAY QUARTILE IN 2017 Each quartile represents 25 per cent of the total 2,314 employees whose pay is included in our results. We have ranked the relevant employees from highest to lowest paid, divided this ranking into four equal parts (quartiles) and then worked out the percentage of men and women in each of the four parts. HIGHEST QUARTILE 39% 61% UPPER MIDDLE QUARTILE LOWER MIDDLE QUARTILE LOWEST QUARTILE 38% 62% 50 36% 64% 38% 62% WHY DO WE HAVE A GENDER PAY GAP? The gender at Soho House & Co is directly linked to the ratio of male to female employees who work here. Of the 2,314 employees whose pay is included in these results, 1,436 are male and 878 are female. This equates to a 62 per cent to 38 per cent gender split, which is consistently represented across the pay quartiles above. VERONIQUE FUMEY Learning & development manager Joined in 1993 I started at Soho House as a waitress and worked my way up to general manager. When I had my daughter I couldn t do the hours, so they created a role for me in Events and then in the People & Development department, where I am now. Nick and Martin have been amazing at understanding my role as a mother, I have never missed anything with my daughter. Whether it be flexible hours or working from home, they have always given me that option if I needed it. Soho House really understands the importance of family and know children have to be the priority. HELENA ARCOURT- RIPPINGALE Legal counsel Joined in 2017 Soho House is a great place to work. There s a community of fun and likeminded people who genuinely care about the business. In my role I have a high level of responsibility and work closely with our senior management teams around the world. They re supportive and welcome opinions from everyone. The company is dedicated to educating and training staff, helping them progress through the ranks, while enjoying their working life. LINDA BORONKAY Design director Joined in 2016 Ever since I started working at Soho House I always found the high number of female leaders in management positions very inspirational and encouraging. I have never been treated differently because of my gender, I often think it s rather an advantage in my work as team management also requires empathy, sensitivity and intuition. 3 SOHO HOUSE & CO 2017 GENDER PAY GAP REPORT

4 KIM COARI Commercial director Joined in 2015 It is an unfortunate truth that many women feel they must abandon their careers once they start a family. I feel lucky to work at Soho House. The company is supportive of my needs as a mother, be it the flexible working hours so I can do the morning school run, or rescheduling business travel to ensure I don t miss the nativity play. Especially as a single parent, this culture of family first is essential to me, and I appreciate not having to make the choice between career and family. KIZZY DUNN Server, Shoreditch House Joined in 2017 There is so much encouragement that is genderless. It s more about who you are and how hard you work than anything else. I have had opportunities organising events and opening new pop-up restaurants thanks to the support from a brilliant, inspiring team of women who are rocking Shoreditch House right now. NUMBER OF MALE AND FEMALE COLLEAGUES RECEIVING A BONUS IN 2017 VANESSA XUEREB, Members relations director Joined in 1998 I started as a receptionist 19 years ago and have had so many opportunities to grow and develop at Soho House. As a woman, I think I ve actually had an advantage over men at times when it comes to looking after our customers, women can be more emotionally intuitive. I feel valued for bringing that to the business. Soho House runs a bonus scheme for its site general managers. Last year, 10 bonuses were awarded in total, with one of these awarded to a woman. For this reason, these results are heavily skewed with a median bonus gap of 25 per cent, and mean bonus gap of 47 per cent. To address the bonus gap we are looking at more flexible working for all general managers to improve work/ life balance and attract more females to these roles. We are also looking to widen the bonus system to include more roles across the company. 4 SOHO HOUSE & CO 2017 GENDER PAY GAP REPORT

5 HOW WE ARE ADDRESSING THE GENDER PAY GAP It s our goal to have a workforce that mirrors the diversity and mix of our membership around the world. Gender plays a big part of this 46 per cent of our members are women, so it s vital to us that they re properly represented across all levels of the business. KEITH EDWARDS Chief people and development officer Joined in 2013 I have worked in the industry for 25 years and I am extremely proud of the inclusive culture we have created at Soho House which allows people to be themselves at work. There is work still to be done to further reduce the gap. It s good to see a number of senior roles filled by women and that our most recent graduate intake had a more than 60 per cent uptake from women. RECRUITMENT We recruit from the widest possible talent pools and train our teams to understand the importance of sticking with our workplace values. 1. PEOPLE AND DEVELOPMENT S FIVE POINT PLAN FOR 2018 This is our first year reporting our gender and while we have positive results, there is still some work to do. This year, we plan to formalise the following initiatives. Company-wide mentoring programme for all Soho House employees. 2. Guest seminars with women in business. RETENTION Once we have the right people, we want them to stay. We celebrate length of service for all employees (five, 10, 15, 20+ years) and offer above market maternity benefits to help support working mothers in the business. We also continue to offer a range of flexible working options at all levels. Reviewing the bonus scheme to include more roles across the company. 5. Constantly seeking to improve our flexible working and work from home offerings. Set up an internal committee to regularly review women s development in the company. The committee will be a point of contact for all employees. DEVELOPMENT We offer a range of development programmes at all levels of the organisation and do our best to make sure these are open to anyone who s keen to progress. This year, we ll be launching a mentoring programme to help the development of our talented employees, with the objective of progressing them within the company. 5 SOHO HOUSE & CO 2017 GENDER PAY GAP REPORT

6 STATUTORY DISCLOSURE For the purpose of this report, to give the representative picture of Soho House & Co overall, we have chosen to publish the consolidated data for all the Soho House & Co group companies with at least 250 employees at the relevant date. As the gender regulations also require each of the Soho House & Co group companies, if they have 250 or more employees, to publish their own data separately, we have set out the entities included in the consolidated data. SOHO HOUSE UK LIMITED PIZZA EAST LIMITED Mean hourly rate MALE FEMALE MALE FEMALE Mean gender 9.5% -1.4% Median hourly rate Median gender 0.2% -9.4% Mean bonus gender Median bonus gender Number of bonus Upper Upper Middle Lower Middle 47% N/A 25% N/A 0.81% 0.14% N/A 59% 41% 62% 38% 59% 41% 67% 33% 65% 35% 70.7% 29.3% GUS HAUGHTON Club manager, High Road House Joined in 2016 Soho House is a company that is switched on and interested in each employee s personal development and really succeeds at promoting equality within the workplace. During my time with Soho House, I have felt the company has helped me improve and grow. I sincerely believe there are equal opportunities for women and men at Soho House, it s all about passion for the job rather than gender. I feel valued and it is great to work for a forward-thinking company. Lower 60% 40% 77.6% 22.4% DECLARATION We confirm that Soho House & Co s gender calculations are accurate and meet the requirements of the Regulations. The calculations, data and assertions contained in this announcement have been fully assured by the founder and CEO, who has confirmed that the methodology provided in the Equality Act (Gender Pay Gap Information) Regulations 2017 have been applied correctly. This statement confirms that the published information is accurate at the time of publishing and is signed by Nick Jones, founder and CEO. LAUREN SHAW General manager, Little Beach House Barcelona Joined in 2010 I have always been proud to say I work for Soho House. I ve felt valued here from the beginning and have been supported in achieving my goals since starting as a bartender at Dean Street Townhouse eight years ago. While the work is challenging, we also have a huge amount of fun. 6 SOHO HOUSE & CO 2017 GENDER PAY GAP REPORT