Gender Pay Reporting
Gender Pay Gap Report 2024
Our people,
our most valuable asset
10,874
Team members across our pub estate
563
Team members in our pub support centre
We are a people-powered business. We recognise that at the very heart of everything we do are our friendly, real, and empowered team members.
Our business has grown over time and we now have nearly 11,000 employees and around 1,445 pubs, inns, and offices across the UK with a culture that is focused on creating happy, memorable, and meaningful experiences not just for our guests but everyone at Marston's. We ensure that everyone across our business is treated equally and we are committed to attracting and retaining the very best talent regardless of gender.
To highlight this commitment, we have introduced a Diversity and Inclusion policy as part of our code of conduct across the business. We aim to create an environment in which all individuals can make the best use of their skills, free from discrimination, and in which all decisions are based on merit.
Marston’s has also signed up to the Diversity in Hospitality, Travel & Leisure (HTL) Charter where organisations in the industry come together to collaborate and work up tangible actions to improve diversity and inclusion across the sector.
We continue to review and develop our employees through our performance and career development process. This helps us to understand the opportunities that exist surrounding career and learning for our diverse workforce.
Understanding our Gender Pay Gap
*All figures relate to data from 5 April 2023
Our Gender Pay Gap is 10.48%. This has decreased by 1.62% from last year’s reported figure.
This decrease has happened due to the increase to Marston’s Minimum Rates (MMR) last year. Since there were more females in the business on MMR when the increases were applied, this has led to a higher overall percentage increase across all female employees.
Like a lot of businesses, we have a higher proportion of men than women at the most senior management levels which is something we continue to address.
Our bonus pay gap has decreased from 37.5% to 33.51%. It remains quite large because the majority of our Area Operations Managers (AOMs) are male and the bulk of the larger bonuses are paid to AOMs.
I confirm that the Gender Pay Gap and Bonus Pay Gap
calculations and the data provided for Marston’s Trading
Ltd are accurate.
Justin Platt
CEO
Gender Pay Gap 2018 to 2023
| 2018 | 20.1% |
|---|---|
| 2019 | 19.7% |
| 2020 | 18.6% |
| 2021 | 10.7% |
| 2022 | 12.1% |
| 2023 | 10.5% |
Percentage receiving a bonus
| Female | 12.39% |
|---|---|
| Male | 20.22% |
Headline Figures (April 2023 snapshot)
| Metric | Female | Male | Gap (%) |
|---|---|---|---|
| Average Hourly Rate | £10.76 | £12.02 | 10.48% |
| Median Hourly Rate | £10.52 | £10.72 | 1.87% |
| Average Bonus | £1347.24 | £2026.28 | 33.51% |
| Median Bonus | £416.00 | £484.00 | 14.05% |
Looking ahead
At Marston’s, our people make our pubs. We promise to create a culture of engagement and development that attracts, retains, and supports the best people from a range of diverse backgrounds.
A diverse and inclusive business
Our new Diversity and Inclusion strategy was launched in 2023, cementing one of our objectives that Marston’s is the place to be, and that our teams:
- Relate to, feel represented by, and trust each other
- Feel valued and supported
- Feel involved in the bigger picture
- Are appreciated as individuals
- Communicate openly, have a voice, and are listened to
Accountability for Diversity and Inclusion starts at the very top with executive leadership. In 2022, we formed our Inclusion Taskforce, chaired by our Chief Financial Officer Hayleigh Lupino. The group is made up of senior leaders and network group members who work together to support our Diversity and Inclusion agenda.
We also recognise that diverse boards help promote a better and more inclusive corporate culture and performance. Ken Lever our Board Chair has primary responsibility to drive inclusion, and our Nomination Committee through its terms of reference have a clear mandate to access talent from wide and diverse pools when overseeing any Board appointments. Whilst we believe that the Board diversity is as much about diversity of thought, knowledge and viewpoints, the representation of women and ethnic minorities in the boardroom is helping to reshape culture and dynamics. We are proud that four of our seven main Board directors and four of our seven Executive Committee directors are women and two on each identify as being from an ethnic minority background.
