Gender Pay Gap

Amazing Parks
Amazing People
Amazing Achievements

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee data.

The gender pay gap measures the difference between men and women’s average earnings and is expressed as a percentage of men’s pay.

According to the Office of National Statistics, the overall UK gender pay gap for April 2020 was 15.5%, down from 17.4% in April 2019.

Our latest results are for the snapshot date of 5th April 2020. The information was compiled and calculated by our HR Department, and then reviewed and confirmed by Bev Dixon, Commercial Director.

Our Results for 2020



Our Gender Pay Gap as a mean average is -5%
Our Gender Pay Gap as a median average is -28%


The proportion of Males and Females in the four quartile bands are: Male Female
Upper Quartile 50% 50%
Upper Middle Quartile 73% 27%
Lower Middle Quartile 73% 27%
Lower Quartile 82% 18%



Our Bonus Gender Gap as a mean average is 30%
Our Bonus Gender Gap as a median average is 53%


The proportion of Males receiving a Bonus Payment is 21%
The proportion of Females receiving a Bonus Payment is 8%


Summary for 2020


The results for 2020 are significantly affected by Coronavirus and having 84% of our workforce on furlough or other forms of leave on the snapshot date. This meant that our Gender Pay Gap was calculated on just 16% of our ‘normal’ workforce. This 16% represented the staff needed to provide the essential work to maintain the business and keep the facilities and buildings safe and secure.

We remain committed to addressing the gender pay gap and offer the following:

  • Flexible working opportunities that are open to both men and women
  • Regular monitoring and reviews of pay and progression
  • Regular reviewing of individual career development
  • Commitment to nurturing and developing existing talent, promoting from within where we can.

We continue with the following activities:

  • Continuing with regular monitoring of salaries and reviews of pay and progression.
  • Training of line managers in non-discriminatory recruitment and promotion practices.
  • Continued encouragement and development of female staff into management & senior roles.