As part of the J H Leeke & Sons group of companies the Vale of Glamorgan Hotel Limited (trading as The Vale Resort), is led by our Managing Director, Stephen Leeke. As a business we pride ourselves on the large number of colleagues who have worked for the Company over an extended length of time and believe that this reflects 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 and women, the ratio being 55% female and 45% male.
We regularly review remuneration by role and ensure 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 393 relevant employees, 216 females and 177 males:
- Mean females earnings are 7.6% lower than males
- Median female earnings are equal to male earnings.
| Pay Quartiles | Female | Male |
| Top Quartile | 48% | 52% |
| Upper Middle Quartile | 47% | 53% |
| Lower Middle Quartile | 61% | 39% |
| Lower Quartile | 63% | 37% |
Pay Gap Bonus Figures
The pay gap bonus represents the earnings over a 12-month period for 14 male and 36 female employees.
- Mean female earnings are 82% lower than males
- Median female earnings are 27% 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 2024-2025 with the snapshot date being 5th April 2025.