This is the third year in which we are required to publish calculations to show the pay gap between our male and female team members.
We remain committed to the principles of equal pay and opportunity for all team members. Our values are Ambition, Dedication, Integrity, Kindness and Teamwork, and we strive to ensure fairness for all.Salaries are paid according to role, experience and performance, irrespective of gender or background and we are proud to offer flexibility across our teams with a variety of roles and hours.
The gender pay gap is the difference between the average hourly earnings of men and women within the organisation and so compares people across different levels of the organisation. It is not a comparison of pay for people undertaking the same role.
The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2019:
1. Median Gender Pay Gap – 5.74%
2. Mean Gender Pay Gap – 23.6%
3. Mean Bonus Gender Pay Gap – 56.3%
4. Median Bonus Gender Pay Gap – 0%
5. The proportion of males receiving a bonus: 34%; the proportion of females receiving a bonus: 23%
6. Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 71% | Male 62% |
| Female 29% | Female 38% |
| Lower Middle | Lower Quartile |
| Male 38% | Male 39% |
| Female 62% | Female 61% |
We believe the existence of a pay gap remains due to the fact that, at the moment, many of our senior positions are filled by men.
It remains our aim to attract and retain the best people and to reflect our communities. We want to ensure that everyone at Hall & Woodhouse has an opportunity to progress and develop. We have set out our aspiration to be a Times Top 100 Employer by 2027, and as part of that, we will be actively considering how to ensure that opportunities at every level are available and attractive to all team regardless of gender, age, race, ethnicity and background.
Matt Kearsey
Managing Director
09.3.2020
The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2018:
1. Median Gender Pay Gap – 4.5%
2. Mean Gender Pay Gap – 23.6%
3. Mean Bonus Gender Pay Gap – 44.27%
4. Median Bonus Gender Pay Gap – 32.76%
5. The proportion of males receiving a bonus: 34.4%; the proportion of females receiving a bonus: 27.2%
6. Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 69% | Male 64% |
| Female 31% | Female 36% |
| Lower Middle | Lower Quartile |
| Male 40% | Male 41% |
| Female 60% | Female 59% |
The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2017:
1. Median Gender Pay Gap – 8.5% (against a national average of 18.1%)
2. Mean Gender Pay Gap – 27.2%
3. Mean Bonus Gender Pay Gap – 66.69%
4. Median Bonus Gender Pay Gap – 54.55%
5. The proportion of males receiving a bonus: 35.6%; the proportion of females receiving a bonus: 25.4%
6. Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 71% | Male 61% |
| Female 29% | Female 39% |
| Lower Middle | Lower Quartile |
| Male 36% | Male 42% |
| Female 64% | Female 58% |
COVID19 Update
We welcome the Government’s decision that Public Houses can reopen from Saturday 4th July. We have been working tirelessly to prepare for this. Our priority is to reopen our pubs in a safe and controlled way for our guests and our team.
Whilst we cannot wait to welcome you back, we will be reopening our pubs in a phased approach starting from Tuesday 7th July. This is to ensure the very highest levels of hospitality can be consistently delivered, as they were before the pandemic started.
Details of which pubs will be opening when, are HERE. We suggest you keep an eye on our individual pub websites for further details of exactly when they will be reopening and what you can expect.
We continue to brew our award-winning Badger beer at our Blandford Brewery, which you can buy online HERE.
