As part of the J H Leeke & Sons group of companies the Vale of Glamorgan Hotel Limited (trading as The Vale Resort) Led by our Managing Director, Stephen Leeke we pride ourself on the large number of staff who have worked for the Company over an extended length of time and believe that this is a reflection of the fairness and integrity with which the business is run together with its family-friendly, flexible approach to part-time working wherever possible.
We have a strong employee led brand with exciting employment opportunities for multiple professional disciplines and for colleagues looking to work full or flexible and reduced hours.
The Company’s recruitment and career development strategy ensures that everyone regardless of their background, race, ethnicity or gender have equal opportunities. Furthermore, the breadth of career opportunities has enabled the company to create a business environment that attracts and retains a good balance of men (46%) and woman (54%) no change from the previous year’s data.
We regularly review remuneration by role and ensures that pay rates are governed solely by job position and not gender. Equality of earnings for male and female employees is paid for work completed across all disciplines and female staff operating in the same role as male colleagues receive the same remuneration package.
Senior management and line management roles across the group are well spilt between male and female and have equal salary, bonus & commission criteria. Female staff operating in the same role as male colleagues receive the same remuneration package.
Pay Gap
The data for the pay gap and pay quartiles reports covers 421 relevant employees, 227 females and 194 males;
- Mean females earnings are 4.2% lower than males
- Median female earnings are 1% lower than males
Pay Quartiles Female Male
Top Quartile 50% 50%
Upper Middle Quartile 58% 42%
Lower Middle Quartile 54% 46%
Lower Quartile 54% 46%
Pay Gap Bonus Figures
The pay gap bonus represents the earnings over a 12 month period for 12 male and 23 female employees.
Mean female earnings are -56% lower than males
Median female earnings are 82% higher than males
The bonus-based criteria against which male and female employees is gender neutral and is not the cause of the pay differential. Bonus payments are appropriate for relatively few roles within the company. The small sample size has led to the disparity in mean and median earnings. This has been exacerbated both by the fact that the proportion of overall salary paid as a bonus is much higher for some job roles than for others in accordance with industry practices and also the fact that some bonuses have been paid to some colleagues in relation to work undertaken for other group companies and where the bonus potential is greater.
At the current time there are more females in roles attracting proportionately larger bonuses than males and the company is comfortable that its equal opportunities policy is always observed at during recruitment and promotions.
Figures are based on the financial year 2023-24 with the snapshot date being 5th April 2024.