Red Hotels Ltd

Gender Pay Gap Statement 2018

Red Hotels Ltd comprises, 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 Mean Median
Hourly rate of pay -6.7% (4.3%) -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.

Gender Pay Gap – Men to Women Mean Median
Bonus pay amount 36.6% (-10.8%) 38.8% (48.2%)


Gender Pay Gap – Men to Women Men Women
Receipt of a bonus  payment 82.4% (85.1%) 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 Men Women
Upper Quartile 38.7% (43.3%) 61.3% (56.7%)
Upper Middle Quartile 38.7% (38.8%) 61.3% (61.2%)
Lower Middle Quartile 33.9% (32.8%) 66.1% (67.2%)
Lower Quartile 45.2% (40.3%)
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