Gender pay report 2020

Introduction

5 Hertford Street Ltd is a private member's club located in Mayfair, London.

The club was established in 2012 by Robin Birley with the aim of carrying on the Birley family traditions of style and elegance with a team that consistently deliver personal exceptional service to the club's members and their guests.

5 Hertford Street comprises five floors which accommodate a nightclub, four restaurants, four bars, a private dining room, cigar shop, a courtyard and a roof terrace.

5 Hertford Street is required by law to publish an annual gender pay gap report under the Equality Act (Gender Pay Gap Information) Regulations 2017.

This is our report for the snapshot date of 5 April 2020

Gender profile

The gender breakdown of the workforce as at the snapshot date of 5th April is as follows:

Male: 186 (74%)

Female: 64 (26%)

Total: 250

Gender pay data

The mean gender pay gap is 5.43% greater for women than men
The median gender pay gap is 2.85% greater for women than men
The mean gender bonus gap is 4.40% greater for men than women
The median gender bonus gap is 3.75% greater for men than women
The proportion of male employees in 5 Hertford Street receiving a bonus is 73% and the proportion of female employees receiving a bonus is 71%

Pay quartiles by gender

Band	Males	Females	Description
A	78%	22%	Includes all employees whose standard hourly rate places them at or below the lower quartile
B	75%	25%	Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C	69%	31%	Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D	75%	25%	Includes all employees whose standard hourly rate places them above the upper quartile

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Data analysis

5 Hertford Street Ltd notes that as at the snapshot date, on average, women continue to be paid more per hour than men within the organisation. However, as in previous years, the monetary values associated to the percentages remain small at between £0.83 and £0.35 per hour respectively-although this gap has reduced.

These gaps are significantly below the national averages as reported by the Office of National Statistics. The club continues to strive to maintain this positive pay.

The results continue to be linked to the occupational breakdown of men and women across the club. Certain departments and particular roles are female dominant; for example, in office administration roles which are generally higher paid than entry-level food and beverage roles in which male are dominant.

This is highlighted in the figures for pay Band A (lower quartile), in which women make up only 22% compared with 74% of their male counterparts. Men remain dominant in some more traditionally female prevalent departments such as Housekeeping, which comprise comparatively lower paid roles.

5 Hertford Street Ltd applies a consistent and fair approach to bonuses in the business which is demonstrated in the balanced proportions across both male and female employees, as exemplified in the equal distribution of bonuses.

What are the underlying causes of 5 Hertford Street's gender pay gap?

5 Hertford Street Ltd is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:

carries out pay and benefits audits at regular intervals;
provides regular equal pay training for all who are involved in pay reviews; and
evaluates job roles and pay grades as necessary to ensure a fair structure.

5 Hertford Street Ltd is therefore confident that where a gender pay gap exists, it does not stem from paying men and women differently for the same or equivalent work.

Rather any gender pay gap is the result of the roles in which men and women work within the organisation and the salaries and bonuses that these roles attract, as well as the number of women within the business compared with men.

What is 5 Hertford Street doing to address its gender pay gap?

While 5 Hertford Street Ltd's gender pay gap continues to compares favourably with that of organisations across the whole UK economy, this is not a subject about which it is complacent, and it remains committed to doing everything that it can to reduce the gap where there is one and improve on the positive results it has reported so far.

5 Hertford Street continues to strive towards sustaining a more gender balanced workforce and one which overall is more reflective of the wider society. In the coming year, 5 Hertford Street Ltd is committed to:

Creating an evidence base: To identify any barriers to gender equality and carry out gender monitoring to understand:
the proportions of men and women applying for jobs and being recruited;
the proportions of men and women applying for and obtaining promotions;
the proportions of men and women leaving the organisation and their reasons for leaving;
the numbers of men and women in each role and pay band;
take-up of flexible working arrangements by gender and level within the organisation;
the proportion of men and women who return to their original job after a period of maternity or other parental leave;
the proportion of men and women still in post a year on from a return to work after a period of maternity or other parental leave and;
trialling alternative methods to attract and retain female talent.

In the meantime, 5 Hertford Street Ltd is committed to reporting on an annual basis on what it is doing to reduce and maintain the gender pay gap and the progress that it is making.

Any further initiatives launched throughout the year will be reported internally.

I, Robin Birley, Chairman, confirm that the information in this statement is accurate.

Signed

Date 30^th September 2021