The Mount Charles Group is committed to fostering an environment where everyone is treated equally, regardless of their sex, religion, beliefs or background.
This commitment to equality is closely linked to our core values:
Do the Right Thing:
Upholding integrity and ethical behavior in all actions and decisions.
Have Fun:
Embracing a positive and enjoyable work environment.
Grow Together:
Encouraging personal and professional growth within the organization.
Take Pride in What You Do:
Valuing and recognising the contributions of each team member.
Acting with integrity includes being transparent about how we support and treat our employees. As part of this commitment, we are proud to present our first annual Gender Pay Gap report. Through this report, we aim to evaluate the gender diversity within our workforce and identify areas where we can continue to improve.
Our results are based on our employee data on a snapshot date of 28th June 2025. Therefore, the reference period for all of our pay data is from 29th June 2024 to 30th June 2025. All employees, including those absent from work for reasons such as long-term sickness absence, are included in the report.
What our data says about us
There was a total of 313 employees on 30th June 2025, made up of 229 females and 84 males.
The Mount Charles Group is an equal opportunities employer, and our equality statement is visible on all of our job adverts. We are committed to equality of opportunity and recruitment and selection based on merit.
Mean and median pay gaps
The mean pay gap is the difference between the average pay rate for males and the average pay rate for females.
The median pay gap is the difference in pay between the middle-placed male and the middle place female.
Pay Gap for All Staff:
The mean pay gap for all staff is 9.65 marginally in favour of males, due to the senior executive.
The median pay gap for all staff is 1.46% and is the same for both male and female.
Pay Gap for Part Time Staff:
The mean pay gap for part time staff is 13.54% in favour of females. This is skewed by the number of female supervisors vs male operatives. The median pay gap for part time staff is 0.37%.
At The Mount Charles Group, we are satisfied that males and females are paid equally for doing equivalent roles across the organisation. We have a salary scale for every grade of staff, and the same scale is used for both male and female employees across catering and in line with the JLC Agreement in our cleaning sector. The salary point is determined by the national minimum wage and the annual JLC agreement. In terms of salaried employees, this is determined by our pay grading system, and this is managed in terms of an annual market value exercise, length of service, experience and qualifications at onboarding stage.
Quartiles
The use of quartiles allows review of distribution of male and female employees across pay ranges.
Our workforce is predominantly 50/50 male to female. This data is skewed due to several factors. We predominantly have high proportion of males in the upper quartile in a chef/chef manager role across our catering units and the one male senior executive also skews this data.
Benefit in Kind
2 out of our 310 (0.65%) female employees and 1 out of our 306 (0.32%) male employees received Benefits in Kind in the form of a pension and car allowance contributions. A car/car allowance is only provided to those in Director and Regional Manager roles. Tw out of the three employees in these positions are female. A pension is only provided to Directors and above grades. With auto enrolment coming in January 2026, this will encompass employees at all levels and communications will be sent to encourage all staff to contribute, where practical above the minimum threshold.
Bonuses
There is a requirement for organisations to report their % of male and female employees paid bonuses, the mean bonus remuneration of male and of female employees and the median bonus remuneration of male and of female employees. The Mount Charles Group only issue bonuses to the executive level team so this is 1 employee out of 616 so the percentage is 100% of an eligible employee.
Mean bonus remuneration gap: 100% only one male
Median bonus remuneration gap: 100% only one male
% of male employees who were paid bonus remuneration & % of female employees who were paid bonus remuneration 0.32 0 only one male
Actions Taken
We as an organisation continue to carry out the following activities to promote diversity and inclusion within our organisation:
- Provide culture training across the business which focuses on our values, staff’s roles and responsibilities and working as part of a team with people from diverse backgrounds.
- Offer more flexible working and part-time hours for our roles, moving beyond the traditional full-time 39-hour structure.
- Promote our flexible working policy, which is available to all staff to promote a healthy work-life balance and to support staff with commitments outside of work.
- Deliver recruitment and selection training with staff in management. Training is required before they participate in recruitment and selection, ensuring they are educated about and aware of their responsibilities to ensure equal opportunities, fair recruitment and fair selection
