Management Statement
As a female CEO I’m pleased to see that Total Fitness demonstrates a balanced gender pay gap for the year ending March 2019. I note the following:
- A 0% gender gap on median average pay and a 32% favourability for women in relation to median bonus pay
- Marginal male favourability of 4% in terms of mean pay average, balanced with a 6% female favourability in terms of mean bonus pay
- A 50/50% gender split in terms of upper/lower pay quartiles
Appointed in June 2018 I’m pleased to report that we’ve been progressing in this area without the need for targeted initiatives/activities. Rather, we believe that a focus on a broader culture of inclusion and personal development – available to all irrespective of gender – creates greater role accessibility at all levels of the business. We naturally maintain a continuous improvement approach in all areas of employee experience which include recruitment, on-boarding, development & recognition, remuneration, and fair working practise.
Sophie Lawler
Chief Executive Officer
Average gender pay gap as a mean average
|
Male £9.90 |
Female £9.50 |
Mean Gender Pay Gap 4.06% |
Average gender pay gap as a median average
|
Male £7.80 |
Female £7.80 |
Mean Gender Pay Gap 0.00% |
Average bonus gender pay gap as a mean average
|
Male £734.77 |
Female £781.66 |
Mean Gender Pay Gap 6.38% |
Average bonus gender pay gap as a median average
|
Male £937.37 |
Female £1,221.87 |
Mean Gender Pay Gap 31.76% |
Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
|
Male 22% |
Female 25% |
Mean Gender Pay Gap 13.00% |