Gender Pay Gap Report 2023 – Heartwood Inns Ltd 

In accordance with gender pay gap reporting regulations, we are publishing our statistics for 2023.

These statistics look at the difference in the mean and median hourly rates of pay and bonus pay for women and men regardless of their role or seniority. The statistics are based on the prescribed snapshot date of 5 April 2023.

Difference in hourly rate

The mean pay gap is the difference between average hourly earnings of women and men. The median pay gap is the difference between the midpoints in the ranges of hourly earnings for men and women.

To calculate the median, all hourly rates in the sample are lined up from lowest to highest for women men and the median is the middle rate.

Mean pay gap 12.1%
Median pay gap 3.1%

We are confident we pay women and men the same amount for doing equivalent work, but we do currently employ more men than women in certain senior positions, particularly amongst our kitchen teams, and this creates a gender pay gap under both mean and median calculations. Nevertheless, we are pleased to report the mean gender pay gap has reduced from 13.1% in April 2022 to 12.1% in April 2023.

Proportion of women & men in each pay quartile

Upper quartile 28% women 72% men
Upper middle quartile 46% women 54% men
Lower middle quartile 46% women 44% men
Lower quartile 62% women 28% men

We are pleased to report the % share of women in the upper quartile has increased from 22% to 28% between April 2022 and April 2023, reflecting a growing share of women holding the most senior roles.

Bonus pay

The bonus statistics are based on the bonuses received by our workforce in the year to 5 April 2023. We pay bonuses in a relatively small number of cases which can lead to exaggerated gaps. 

Women’s mean bonus pay is 40.3% lower than men’s, and women’s median bonus pay is 59.8% lower than men’s. 

Mean bonus gap 40.3%
Median bonus gap 59.8%
9.1% of women received bonus pay
11.9% of men received bonus pay

Both the mean and median gender bonus gaps reflect the larger share of men employed in the most senior management roles where larger bonuses are awarded particularly in our kitchens. We continue to work on initiatives to attract more women into these roles.  

We are pleased to report a reduction in the mean bonus gap from 47.7% at April 2022, together with an increase in the percentage of women awarded a bonus from 5.7%.

As in previous years, we remain committed to paying our employees fairly based on their job role and responsibilities.

We regularly collect feedback from our teams including surveys, focus groups, workshops and exit interviews to ensure our workplaces are inclusive and that there is no gender bias present.

Helen Melvin
People Director