Corporate Responsibility
Gender Pay Gap 2024
Last Updated: 05 Jun 2024
About Us
More Leisure Community Trust (MLCT) is an independent, not for profit, legal entity who partners with Serco Leisure Operating Ltd to deliver services on their behalf through a Managing Agency Agreement.
The Trust employs approximately 350 people across a number of locations – Stoke Mandeville, Mansfield, Nottingham and Little Marlow. Our vision is the creation and maintenance of a first-class range of health, leisure and recreational activities within these locations.
Our Gender Pay Gap
MLCT falls under the requirement for organisations with 250 employees or more to report on their gender pay gap with figures compiled based on a reporting snapshot as of 5th April 2023.
The gender pay gap is the difference between the average pay of men and women, expressed as a percentage (a positive figure indicates a gender pay gap in favour of men, in comparison to a negative pay gap which demonstrates a gap in favour of women). The gender pay gap is different from equal pay, which is defined as being paid the same regardless of gender for the same jobs, or similar work of equal value.
This report includes 1 year of gender pay gap reporting data, including the following as set out in the reporting requirements:
- Mean gender pay gap
- Median gender pay gap
- The proportion of men and women in each quartile pay band
- Mean bonus pay gap
- Median bonus pay gap
- The proportion of men and women receiving bonuses
2023 |
|
Mean |
12.64% |
Median |
-0.09% |
2023 |
||
Male |
Female |
|
Lower Quartile |
48% |
52% |
Lower Middle Quartile |
35.4% |
64.6% |
Upper Middle Quartile |
44.4% |
55.6% |
Upper Quartile |
68.6% |
31.4% |
2023 |
|
Mean Bonus Pay Gap |
3.90% |
Median Bonus Pay Gap |
0.00% |
Male Proportion Receiving Bonus |
70.1% |
Female Proportion Receiving Bonus |
73.1% |
Explaining our Pay Gaps
There are often many factors which contribute to, or cause, a gender pay gap, and these vary for different employers and for different industries.
In 2023, we have slightly more women in employment than men at MCLT. The workforce is 50.4% female and 49.6% male.
This reporting year, our mean pay gap is positive and our median pay gap is negative, demonstrating that within MLCT, women (on average) continue to earn more than males when speaking about hourly pay. The gender pay gap was influenced by a higher proportion of women employed in middle paid roles and a higher proportion of men in higher paid roles. We continue to commit to attracting and retaining females in higher paid roles and we will continue to support equality, inclusion and diversity within MLCT.
Our mean bonus pay gap is swayed in favour of males (3.90%), however we are working hard to improve this gap. Whilst a slightly larger proportion of females receive a bonus, the highest bonus payments are predominately received by males, hence the mean bonus pay gap is more in favour of males.
Our median gender pay gap results exceed wider industry trends with the Office for National Statistics stating that within the Leisure industry women earn 6.5% less than men. Our median pay gap in favour of women further supports our commitment to pay fairly and equitably irrelevant of gender, and our continuing investment in attracting and retaining females in higher paid positions.
Our Continued Action Plan - Listening carefully, taking action, embedding change
Every year, with guidance and support from our links with Serco community networks, we pursue our ambition to build and maintain positive, welcoming and safe workplaces where everybody feels comfortable and secure, and where they are treated fairly and with dignity and respect.
And, with specific focus on the ways in which we have been working to drive gender equity across our business in the last year, other areas of progress which MLCT have access to include:
- Inspire – our colleague network supporting women in the business. Inspire’s UK&E’s Gender ERG, works to empower and enable our women to thrive so that we can achieve gender equity across our business.
- The newly launched a new 'Parents and Carers’ Network to help ensure that care responsibilities are understood, supported and more easily managed across the business.
Whilst our gender pay gap is already in favour of females, MLCT commit to continued equality, diversity and inclusion and we are committed to the following actions:
- Succession planning for senior roles to include both male and female internal candidates.
- MyHR catch ups with high performing female employees to discuss future opportunities in senior roles.
- Reviewing pay at least annually, to ensure it is applied fairly and equitably and that no gender, or other bias, is occurring. This will also be reviewed at point of recruitment for any senior positions.
- Reviewing recruitment processes to try and attract more candidates into roles that are under-represented, including running training courses for existing staff to up-skill them.
We will continue to monitor progress on a regular basis and report on this in future gender pay gap statements. These actions are part of, and integrated with, our broader approach to equality and diversity in the workplace.
We will continue to invest in and develop our workforce and to implement our action plans to improve diversity and inclusion. We will continue to monitor, and capture gender pay gap data to ensure that we maintain our efforts to create a working environment to attract, retain and enable all talent to flourish.
I can confirm that the data reported and the information in this statement is accurate.
Brian Taylor
Chair
More Leisure Community Trust
March 2024