Gender Pay Gap Report 2023-24

This report explains our Gender Pay Gap figures, which have been calculated based on gender pay gap reporting requirements.

The summary below shows our overall mean and median gender pay gap based on hourly rates of pay as of the snapshot date of 5 April 2023. It also shows the mean and median difference between bonuses paid to men and women in the relevant bonus period preceding the snapshot date.

Gender Pay Gap Mean Median
Hourly pay -5.1% -6.1%
Bonus 55.5% 76.5%

Proportion of colleagues receiving bonus in the 2022 performance year

Pay Quartiles

Proportion of males and females in each pay quartile

Understanding our data

Our gender distribution reflects the golf industry and the sports industry overall, which is predominantly male dominated. As of the snapshot date approximately 86% of our total workforce is based in our retail and leisure estate, with males occupying 89% of roles in this area, in comparison to our Retail Support Centre where males hold 52% of positions.

The median pay gap is the difference between the mid points in the ranges of hourly earnings, we rank employees by their hourly pay from lowest to highest and compare the middle point earnings for males and females. The median figure is thought to be the most representative measure of the gender pay gap as it disregards any extremes at the top or the bottom of the range. For the 2023 reporting year, American Golf’s median pay gap was -6.1% indicating that at the snapshot date women earned on average more than men.

The median pay gap in the bonus payments between men and women show that males received a higher bonus amount in comparison to females in the 2022 performance year. There is also a contrast between the number of men and women being paid a bonus in the 2021 performance year (94% of Males received bonus and 74.4% of Females received bonus) and 2022 performance year, which shows a decrease of 28% of females receiving bonus in the 2022 performance year. This discrepancy in bonuses stems from the composition of our workforce and the notably higher proportion of men employed in our store estate where performance incentives and monthly bonuses are a core part of the retail benefit structure, directly linked to the achievement of individual and team sales performance targets. In addition, during the performance year of 2021, bonuses were awarded to our Retail Support Centre, where there is a higher proportion of female workers - 40% of all female workers work in the Retail Support Centre vs 8.5% of all Male work in the Retail Support Centre. The Retail Support Centre Bonus was not awarded in the 2022 performance year due to overall company performance.

Our total Female population is 16.5%, which is reflected in the proportion of female distribution in the pay quartiles. However, out of the total amount of female employees, there is a higher proportion of women in the upper pay quartile, this is due to the % of females within our Retail Support Centre where salaries are typically higher than our Retail and Leisure stores.

We confirm that this data is an accurate reflection of our Gender Pay Gap.

A word from our Retail, Operations and People Director.

To drive our EDI goals, we have made “Inclusivity” a key pillar in our overall Organisational Strategy. The newly launched EDI Strategy led by Elaine Wrigley as Retail, Operations and People Director and Joanna Griffin, our newly appointed Head of People & Safety, will ensure that we focus on driving initiatives that celebrate and promote a truly diverse and inclusive workplace, that encourages healthy challenge to processes and behaviours to ensure that these practices are fostered throughout the organisation.

In pursuit of gender equality, we are dedicated to:

Creating an Inclusive Environment: We strive to create an environment free from discrimination, harassment, and bias based on gender or any other characteristic. Our first step in achieving this is creating our first EDI Policy, which will be shared to all employees, demonstrating our commitment to fostering an inclusive workplace culture where all employees feel valued, respected, and empowered to contribute their unique perspectives and talents.

Ensuring Equal Opportunities: We provide equal opportunities for career advancement, professional development, and leadership roles to individuals of all genders. We believe in equality and strive to eliminate barriers that may prevent individuals, particularly women, from realising their full potential within our organisation. To support this, we are reviewing our recruitment approach, including our careers website, job adverts and internal development opportunities.

Promoting Pay Equity: We are committed to ensuring pay equity across all levels of the organisation, conducting regular reviews to identify and address any gender-based pay disparities. We believe that fair and equitable compensation is essential for attracting and retaining top talent and promoting employee satisfaction. To support this, we have recently implemented a grading system that evaluates roles based on responsibilities, skills, knowledge, and experience, combined with national minimum wage legislation, job roles, geographical variances, and market rates to salary bandings that are applied independent of gender.

Supporting Work-Life Balance: We recognise the importance of supporting employees in balancing their professional and personal responsibilities. We offer flexible work arrangements, parental leave and enhanced maternity and paternity pay and we are committed to reviewing all other family-friendly policies to accommodate the diverse needs of our workforce, including those with caregiving responsibilities.

Fostering Awareness and Education: We are reviewing all our training programs to ensure that we provide suitable material that will raise awareness of gender equality issues, unconscious bias, and promote inclusive behaviours among employees at all levels of the organisation.

Holding Ourselves Accountable: We regularly monitor and evaluate our progress towards achieving gender equality goals, holding ourselves accountable for driving meaningful change. We welcome feedback from employees and stakeholders through regular listening groups to inform our efforts and continuously improve our practices.

At American Golf we recognise that achieving gender equality is an ongoing journey that requires dedication, collaboration, and continuous improvement. We are committed to doing our part to advance gender equality within our organisation and contribute to a more just and equitable society.