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Gender Pay Gap Report 2024-25
At American Golf, we are committed to fostering a workplace culture that promotes gender equality and empowers all individuals, regardless of gender identity, to thrive and succeed. We recognise that gender equality is not only a fundamental human right, but also essential to achieving our organisational goals and building a fair, inclusive, and high-performing business.
| Gender Pay Gap | Mean | Median |
|---|---|---|
| Hourly Pay | -4.6% | 0.8% |
| Bonus | 32% | 48% |
Proportion of colleagues receiving bonus in the 2023 performance year
Pay Quartiles
Proportion of males and females in each pay quartile
Understanding our data
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 2025. It also shows the mean and median difference between bonuses paid to men and women in the relevant bonus period preceding the snapshot date.
Background
Our gender distribution reflects the golf industry and the sports industry overall, which is predominantly male dominated. As of the snapshot date approximately 85% of our total workforce is male. With occupying 92% in Retail and Leisure roles in comparison to our Retail Support Centre where males hold 55% of positions.
In an industry that is predominantly dominated by Male colleagues, we are pleased to report continued progress in reducing our gender pay gap, with our median gender pay gap now standing at 0.8%, alongside an increase in the percentage of women receiving a bonus in the 2024–2025 reporting year.
Gender Pay Gap
The median pay gap is the difference between the mid points 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. The median figure is thought to be the most representative measure of the gender pay gap as it disregards any extremes at the top or the bottom of the range.
For the 2024-2025 reporting year, American Golf’s median pay gap was 0.8%, this represents a shift from last year’s median of -6.1%, indicating near parity at the median level of pay. The mean hourly pay gap is -4.6% which shows that, on average, women earn slightly more than men across the organisation. This is largely driven by the higher proportion of women employed in our Retail Support Centre, where salaries are typically higher than in our retail and leisure stores.
Bonus Pay Gap
The median pay gap in bonus payments between men and women shows that males received a higher bonus amount in comparison to females. However, we have seen a significant improvement in this area compared to the previous reporting year. The mean bonus gap has reduced to 32.0% (down from 55.5%), and the median bonus gap has decreased to 48.3% (down from 76.5%).
Furthermore, the proportion of females receiving a bonus has increased substantially to 86.4%, narrowing the gap with the 96.8% of males who received a bonus. This is a marked improvement from the previous year, where female bonus participation had seen a decline. This is due to the Retail Support Centre receiving a bonus in the 2024-2025 reporting year, where we see a higher proportion of women in the workforce,
The remaining discrepancy in bonus amounts stems from the composition of our workforce. A notably higher proportion of men are 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.
Pay Quartiles
Our total female population is reflected in the distribution across the pay quartiles, ranging from 9.25% in the Upper Middle quartile to 17.92% in the Lower Middle quartile. Notably, female representation in the Upper quartile stands at 16.76%. This relatively strong presence in the upper quartile is due to the concentration of female employees within our Retail Support Centre, which features higher typical salary bandings compared to the broader retail estate. However, this has dropped from the previous year, which was 24%, with a shift towards the lower middle and lower quartiles. This reflects the overall reduction of female employees from the previous reporting year (103 vs 113) and a reduction in % of female roles in the RSC (44% vs 48%).
We confirm that this data is an accurate reflection of our Gender Pay Gap.
Gender Pay Gap Action Plan
Our Progress
We are pleased to report continued progress in reducing our gender pay gap, and we remain committed to building on this progress. While the gender pay gap provides a snapshot in time, what is more important are the processes, behaviours and actions that sit behind it to ensure a fair and equitable working environment.
Our FAIRWAY Approach
We are proud to have launched our EDIB strategy, FAIRWAY, which supports our mission of “breaking down traditional barriers that have historically excluded diverse groups in accessing work within golf and sporting retail.”
Our FAIRWAY Strategy is underpinned by three key pillars:
Inclusivity for All
We strive to create an environment where every individual feels welcome, valued, and respected, and is treated with dignity and fairness. We actively listen to our colleagues and create meaningful opportunities to understand and celebrate diverse perspectives.
Fairway Practices
We are committed to equitable pay, fair recognition, and consistent working practices.
We aim to create a workplace that promotes wellbeing, belonging, and supports every individual to reach their full potential.
Removing Barriers
We are committed to breaking down barriers that have historically limited access to opportunities within golf and sporting retail. We actively remove bias, create accessible pathways, and foster an environment where everyone can succeed.
Understanding Where We Are Today
To better understand our current position, we conducted a company-wide EDIB survey and colleague listening groups. As a result, we have introduced a number of key initiatives:
· Includability Committed Partner & SPARK Award recognition
· Company-wide EDIB survey and listening groups
· “Your Voice” platform on YOOBIC
· Mental health and wellbeing training
· Launch of the FAIRWAY Policy and full People Policy review
· Launch of the Wellbeing Hub and Retail Trust partnership
· Embedding PRIDE Values across the organisation
· Retail Support Centre (RSC) apprenticeship programmes
These initiatives form the foundation of our long-term approach to creating a more inclusive and equitable workplace.
Our 3-Year FAIRWAY Plan
We recognise that we are still early in our journey. Our three-year FAIRWAY action plan is designed to drive sustainable change:
Year 1 – Building the Foundations
· Launch and embed FAIRWAY strategy, policy and values
· Introduce wellbeing support and communication frameworks
· Conduct pay equity audit and embed EDIB into people processes
· Launch engagement survey and define EDIB KPIs
· Strengthen inclusive recruitment through partnerships and apprenticeships
Year 2 – Expanding the Fairway
· Embed inclusive leadership and wellbeing practices across all levels
· Establish EDIB Focus Groups
· Introduce structured career pathways and development opportunities
· Strengthen data tracking, representation analysis and accountability
· Expand inclusive hiring practices and internal mobility
Year 3 – Leading the Fairway
· Establish American Golf as an inclusive employer of choice
· Publish EDIB progress and strengthen leadership accountability
· Expand benefits, development pathways and succession planning
· Build strong internal networks and external community partnerships
· Link initiatives to global impact
Gender Pay Gap Action Plan
Our Gender Pay Gap action plan is embedded within our FAIRWAY strategy and focuses on the following key areas:
1. Recruitment & Representation
· Diversify recruitment channels and partnerships
· Embed FAIRWAY principles and PRIDE values into recruitment processes
· Use inclusive job adverts and publish salary information
· Introduce a promote-from-within approach
2. Career Development & Progression
· Implement structured appraisal processes across stores and RSC
· Train managers in effective feedback and development conversations
· Introduce mentoring and reverse mentoring programmes
· Set formal targets to improve gender representation
3. Pay Transparency & Fairness
· Increase transparency around pay, promotion, and reward
· Continue regular pay equity reviews
· Embed consistent performance and reward frameworks
4. Flexible Working & Family Support
· Review and enhance carers leave policies
· Introduce enhanced maternity and paternity provisions
· Promote flexible working options where possible
5. Menopause & Health Support
In line with government guidance:
· Implement menopause awareness training for managers
· Review occupational health support and benefits
· Conduct menopause risk assessments
· Review policies to better support employees experiencing menopause
Our Commitment
We are committed to taking meaningful, measurable action to improve gender equality across American Golf. By embedding EDIB into our culture through our FAIRWAY strategy, we aim not only to reduce our gender pay gap, but “We actively seek to build a workforce that reflects this diversity in our communities and customers, by creating an environment that champions Equity, Diversity, Inclusion and Belonging.”