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Gender pay gap statement

Equality, diversity and inclusion policy

Red Hotels is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

Red Hotels commits to:

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all team members are recognised and valued.
  • This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include team conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
  • All team members should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
  • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
  • Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Make opportunities for training, development and progress available to all team, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  • Decisions concerning team members being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
    Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
  • Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management.

Details of the organisation’s grievance and disciplinary policies and procedures can be provided on request by emailing [email protected] This includes with whom an employee should raise a grievance – usually their line manager.

Use of Red Hotels grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Red Hotels Ltd Gender Pay Gap Statement 2019

Due to the COVID-19 pandemic this data has not been updated.

Red Hotels Ltd comprises of Bedruthan Hotel Ltd and Scarlet Hotel Ltd, both located in Mawgan Porth, Cornwall.

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, all businesses with more than 250 employees are required to publish their gender pay gap figures.

Hourly rates of pay and bonuses for both full and part-time employees are used to calculate the gender pay gap with the results being reported as a mean (average) and median (middle rate when listed numerically).

This report covers the snapshot date of 5 April 2018 (same data for 5 April 2017 in brackets).

Gender pay gap – men to women

Hourly rate of pay

  • Mean: -6.7% (4.3%)
  • Median: -1.5% (0.8%)

Across the UK, men earned more than women in April 2018 – 17.9% median – according to the Office for National Statistics (ONS), based on the pay of both full and part-time workers.

Red Hotels Ltd are delighted to report that our gender pay gap is almost zero.

Bonus pay amount

  • Mean: 36.6% (-10.8%)
  • Median: 38.8% (48.2%)

Receipt of a bonus payment

  • Men: 82.4% (85.1%)
  • Women: 71.2% (75.4%)

Bonus payments include commission, the distribution of tips and one-off annual bonuses and represents less than 3% of our total annual group payroll expenditure. For this reason, small changes in the distribution of these payments can make a large difference to the percentages.

Hourly Rates According to Quartile Pay Bands


  • Upper quartile: 38.7% (43.3%)
  • Upper middle quartile: 38.7% (38.8%)
  • Lower middle quartile: 33.9% (32.8%)
  • Lower quartile: 45.2% (40.3%)


  • Upper quartile: 61.3% (56.7%)
  • Upper middle quartile: 61.3% (61.2%)
  • Lower middle quartile: 66.1% (67.2%)
  • Lower quartile: 54.8% (59.7%)

Our gender distribution by quartile supports the fact we employ a higher percentage of women to men.

The underlying reason for this being a strong female presence within senior and upper management roles within both hotels together with key areas in our business that historically have attracted a higher proportion of female employees.

We will continue to be committed to hiring the best talent, from both male and female applicants, for roles across both hotels. As part of this, we continue to actively create an environment where everyone is motivated to develop and progress with no departmental or hotel boundaries.

This is our second year reporting under the gender pay gap regulations and we will continue to explore the numbers and identify what actions, if any, are required to ensure suitable control of any pay gap occurrences within our organisation.

I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

James Waghorn