Hamilton Mayday is an established and independently owned recruitment consultancy with over 35 years’ experience of introducing high quality talent into the hospitality and catering industry.
We believe that publishing gender pay gap data on an annual basis will help employers, including ourselves, to see where action to close the gender pay gap is most needed. It will also help us to establish a benchmark for our own staff. It should be noted that as we are an Employment Business, the vast majority of the people included in this report were temporary workers whose pay is fixed by our clients.
Hospitality is a large part of our business and has a historical bias toward one gender performing certain roles, so for example, chefs tend to be male and waiting staff female so we expected a relatively large Gender Pay Gap. However, due to the effect of the pandemic on our company the amount of Hospitality business had decreased considerably.
The “deterioration” on last year’s figure is, we believe, mostly due to the increase in the Hospitality side of our business.
Whilst there is a negative gender imbalance shown below, pay is not influenced by gender. We support the fair treatment and reward for all our workers irrespective of gender.
Our figures based on the snapshot date of 5th April 2022 are shown below.
|Mean Gender Pay Gap||14.42%|
|Median Gender Pay Gap||-2.85%|
|Mean Bonus Gender Pay Gap||-92.59%|
|Median Bonus Gender Pay Gap||-438.87%|
|Proportion of Males in Lower Quartile||74%|
|Proportion of Females in Lower Quartile||26%|
|Proportion of Males in Lower Middle Quartile||78.9%|
|Proportion of Females in Lower Middle Quartile||21.1%|
|Proportion of Males in Upper Middle Quartile||64.7%|
|Proportion of Females in Upper Middle Quartile||35.3%|
|Proportion of Males in Upper Quartile||73.5%|
|Proportion of Females in Upper Quartile||26.5%|
I confirm that our data has been calculated according to the requirements of the Equality Act 2010
(Gender Pay Gap Information) Regulations 2017.
Head of Group Operations