Gender Pay Gap

Management Statement

I’m proud of the commitment we continue to make in building a diverse and inclusive workplace for our team members, as demonstrated by our EDI maturity benchmark (“Strategic”) as accredited by Inclusion-In in partnership with the Centre for Diversity Policy Research and Practice at Oxford Brookes University. The organisation reports extremely high trust and engagement ratings and was named in the Top 50 Most Inspiring Workplaces UK and Ireland in the reporting year.

Notwithstanding this point, diversity is a journey not a destination and an evergreen focus for the Senior Leadership team.

In our 2024 reporting period I note the following points:

- Women make up 50% of the overall workforce and also between both club operations and professional services teams.

- Pockets of lower representation have materialised within certain functions meaning that women are over-represented particularly in the lower pay quartiles (60/40). Albeit representative of the industry as a whole, focus will remain to ensure there is no gender-based implicit association apparent management structure.

- While this is disappointing, I note there is equal representation across genders in the development cohorts being prepared for promotion as opportunities arise.

- Women on average perform better in relation to performance related pay elements where women earn on average 10% more in bonus related pay than their male counterparts.

Organisational changes made within the last 6 months should reflect favourable movement in all metrics for the next reporting period. It’s notable that women form 2/3 of the Executive team and 50% of the wider Senior Leadership Team. Overall I remain confident that the workplace feels inclusive and diverse as represented by our employee engagement data which is collected biannually and through less formal channels.

Sophie Lawler
Chief Executive Officer