Gender Pay Gap Report 2023-24
This report explains our Gender Pay Gap figures, which have been calculated based on gender pay gap reporting requirements. The summary below shows our overall mean and median gender pay gap based on hourly rates of pay as of the snapshot date of 5 April 2024. It also shows the mean and median difference between bonuses paid to men and women in the relevant bonus period preceding the snapshot date.
| Gender Pay Gap | Mean | Median |
|---|---|---|
| Hourly Pay | -3.1% | 4.6% |
| Bonus | 69.5% | 46.6% |
Proportion of colleagues receiving bonus in the 2023 performance year
Pay Quartiles
Proportion of males and females in each pay quartile
Understanding our data
Our gender distribution reflects the golf industry and the sports industry overall, which is predominantly male dominated. The median pay gap is the difference between the midpoints in the ranges of hourly earnings. We rank employees by their hourly pay from lowest to highest and compare the middle point earnings for males and females.
In the 2024 reporting year, the median pay gap was 4.6%, indicating that at the snapshot date, men earned on average more than women.
Regarding bonus payments, the mean bonus gender pay gap is 69.5%, indicating that men received on average 69.5% more in bonuses than women. The median bonus gender pay gap is 46.6 %, meaning that men received 46.6% more in bonus pay than women.
This discrepancy in bonuses stems from the composition of our workforce and the notably higher proportion of men employed in our store estate where performance incentives and monthly bonuses are a core part of the retail benefit structure, directly linked to the achievement of individual and team sales performance targets. It is also worth noting that in performance/bonus year 2023, head office colleagues did not receive bonuses, which they did in 2022, affecting overall bonus numbers for females.
The proportion of colleagues receiving a bonus in the 2023 performance year was 81.4% for males and 38.9% for females.
The distribution of males and females across pay quartiles is as follows: in the upper quartile, 83% of employees are male and 17% are female; in the upper middle quartile, 89% are male and 11% are female; in the lower middle quartile, 84% are male and 16% are female; and in the lower quartile, 83% are male and 17% are female.
A word from our Retail, Operations and People Director.
To drive our EDIB goals, we have made “Inclusivity” a key pillar in our overall Organisational Strategy. Our recently launched EDIB strategy, FAIRWAY will ensure that we focus on driving initiatives that celebrate and promote a truly diverse and inclusive workplace, that encourages healthy challenge to processes and behaviours to ensure that these practices are fostered throughout the organisation.
As an Includability Committed Employer, we are dedicated to:
In pursuit of gender equality, we remain committed to:
· Creating an Inclusive Environment: We strive to create an environment free from discrimination, harassment, and bias based on gender or any other characteristic. Our first step in achieving this is creating our first EDIB Policy, which will be shared to all employees, demonstrating our commitment to fostering an inclusive workplace culture where all employees feel valued, respected, and empowered to contribute their unique perspectives and talents.
· Ensuring Equal Opportunities: We provide equal opportunities for career advancement, professional development, and leadership roles to individuals of all genders. We believe in equality and strive to eliminate barriers that may prevent individuals, particularly women, from realising their full potential within our organisation. To support this, we are reviewing our recruitment approach, including our careers website, job adverts and internal development opportunities.
· Promoting Pay Equity: We are committed to ensuring pay equity across all levels of the organisation, conducting regular reviews to identify and address any gender-based pay disparities. We believe that fair and equitable compensation is essential for attracting and retaining top talent and promoting employee satisfaction. To support this, we have recently implemented a grading system that evaluates roles based on responsibilities, skills, knowledge, and experience, combined with national minimum wage legislation, job roles, geographical variances, and market rates to salary bandings that are applied independent of gender.
· Supporting Work-Life Balance: We recognise the importance of supporting employees in balancing their professional and personal responsibilities. We offer flexible work arrangements, parental leave and enhanced maternity and paternity pay and we are committed to reviewing all other family-friendly policies to accommodate the diverse needs of our workforce, including those with caregiving responsibilities.
· Fostering Awareness and Education: We are reviewing all our training programs to ensure that we provide suitable material that will raise awareness of gender equality issues, unconscious bias, and promote inclusive behaviours among employees at all levels of the organisation.
· Holding Ourselves Accountable: We regularly monitor and evaluate our progress towards achieving gender equality goals, holding ourselves accountable for driving meaningful change. We welcome feedback from employees and stakeholders through regular listening groups to inform our efforts and continuously improve our practices.
At American Golf we recognise that achieving gender equality is an ongoing journey that requires dedication, collaboration, and continuous improvement. We are committed to doing our part to advance gender equality within our organisation and contribute to a more just and equitable society.
Elaine Wrigley,
Retail, Operations and People Director_