Gender Pay Gap Report April 2025
This is our annual gender pay gap report for the snapshot date of 5 April 2025.
Hourly Rate
|
Women Hourly Rate |
Men Hourly Rate |
Women Hourly Rate 1.00% Higher |
|
Mean (£17.23) |
Mean (£17.06) |
|
|
|
|
|
|
Women Hourly Rate |
Men Hourly Rate |
0% Gap |
|
Median (£13.65) |
Median (£13.65) |
|
Pay Quartiles
This table shows our workforce divided into four equal-sized groups based on hourly pay rate. Q4 includes the highest-paid 25% (the top quartile) and Q1 includes the lowest-paid 25% of employees (the lower quartile).
|
Band |
Men % |
Women % |
What’s included in this band? |
|
Top Quartile (Q4) |
55.51 |
44.49 |
All employees whose standard hourly rate is within the upper quartile. |
|
Upper Middle Quartile (Q3) |
51.97 |
48.03 |
All employees whose standard hourly rate is more than the median but the same or less than the upper quartile. |
|
Lower Middle Quartile (Q2) |
48.03 |
51.97 |
All employees whose standard hourly rate is more than the lower quartile but the same or less than the median. |
|
Lower Quartile (Q1) |
58.50 |
41.50 |
All employees whose standard hourly rate is within the lower quartile. |
Bonus Pay
Our mean gender bonus gap is -13.09% (in favour of women).
Our median gender bonus gap is 16.89% (in favour of men).
The proportion of men receiving a bonus is 38.66% and the proportion of women receiving a bonus is 41.74%.
Closing Statement
To comply with the gender pay gap reporting legislation, our narrative supports the gender pay gap reporting requirements for Firmdale Hotels PLC as of the 5th April 2025.
Firmdale operates 11 boutique hotels and 9 bars and restaurants across London and New York. We are an equal opportunities employer ensuring that equal pay structures exist and there is no discrimination of gender across the business.
We believe that our gender pay gap figures demonstrate this and our commitment to being a fair and responsible employer who is dedicated to providing our people with a great place to work. We have a clear pay structure which ensures employees are paid equally for the same or equivalent work, regardless of their gender, or any other aspect of their identity. We pride ourselves on fairly supporting a diverse workforce.
This year includes the addition of our Palace Laundry operation, adding to our workforce headcount, which has a 50/50 gender split.
Hourly Rate
The data represents 1145 full pay relevant employees with a mean average pay gap of -1.00% and no gap when calculating median average pay gap.
Pay Quartiles
Our gender distribution by quartiles has narrowed on the previous year, particularly in the lower middle quartile, by 8%.
Bonus
In this year’s bonus data, of all employees who received bonus payments (551) 273 were men vs 278 women, showing a positive balance of bonus distribution. There are multiple opportunities to earn bonuses across the organisation, including our Refer a Friend scheme, with the majority of roles eligible to participate in the scheme, which was paid out to 96 individual employees in the year; 46 women vs 49 men.
Our mean bonus pay figures demonstrate a -13.09% gap favouring women and a 16.89% gap for the median figure in favour of men. The median gap has reduced by over half from last year.
Summary
Firmdale will continue to promote equal opportunities for all employees and ensure that all stages of our employee journey, from attraction and onboarding, to development and promotion opportunities support our commitment to equality.
This narrative has been approved by Malcolm Soden, Finance Director, Firmdale Hotels PLC.