As part of the J H Leeke & Sons group of companies the Vale of Glamorgan Hotel Limited (trading as The Vale Resort) Led by our Managing Director, Stephen Leeke we pride ourselves on the large number of staff who have worked for the Company over an extended length of time and believes that this is a reflection of the fairness and integrity with which the business is run together with its family-friendly, flexible approach to part-time working wherever possible.
We have a strong employee-led brand with exciting employment opportunities for multiple professional disciplines and for colleagues looking to work full or flexible and reduced hours.
The Company’s recruitment and career development strategy ensures that everyone regardless of their background, race, ethnicity or gender has equal opportunities. Furthermore, the breadth of career opportunities has enabled the company to create a business environment that attracts and retains a good balance of men (41%) and woman (59%).
The Company regularly reviews remuneration by role and ensures that pay rates are governed solely by job position and not gender. Equality of earnings for male and female employees is paid for work completed across all disciplines and female staff operating in the same role as male colleagues receive the same remuneration package.
On the 21st March 2020, the hotel and leisure facilities were locked down in line with the Government's direction.
From a total of 338 staff that had been on the payroll in March 2020, only 30 staff remained as relevant full pay employees in April 2020. The remaining 308 staff received furlough payments in April.
The 30 relevant full pay employees performed in areas critical to business continuity covering operations such as finance, ground maintenance, and operations.
As such the reported pay gap, and pay quartile figures are not an accurate representation of our business model as the data is adversely affected by the pandemic as it only represents a small sample of employees. The majority of staff are not included in the data as they are not classified as full pay relevant employees for the period under review.
The data for the pay gap and pay quartiles reports covers 30 full-pay relevant employees, 6 females and 24 males;
- Mean females earnings are 15.8 higher than males
- Median female earnings are 24.49% higher than males
Top Quartile 25% 75%
Upper Middle Quartile 29% 71%
Lower Middle Quartile 0% 100%
Lower Quartile 25% 75%
Pay Gap Bonus Figures
The pay gap bonus represents the earnings over a 12 month period for 15 male and 31 female employees.
Mean female earnings are 58.90% lower than males
Median female earnings are 36.83% lower than males
The bonus-based criteria against which male and female employees is gender-neutral and is not the cause of the pay differential. Bonus payments are appropriate for relatively few roles within the Company. The small sample size has led to the disparity in mean earnings. This has been exacerbated both by the fact that the proportion of overall salary paid as a bonus is much higher for some job roles than for others in accordance with industry practices and also the fact that some bonuses have been paid to some colleagues in relation to work undertaken for other group companies and where the bonus potential is greater. At the current time there are more males in roles attracting proportionately larger bonuses than females and the Company is comfortable that its equal opportunities policy is always observed at during recruitment and promotions.