gender pay gap
Gender Pay Gap is a report required by law under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, where companies who employ over 250 workers must report the percentage difference on average hourly earnings for Men and Women.
We are required to publish the results on our website and the government website for each calendar year showing the following measures from the snapshot date of 5th April 2020:
- The mean and median gender pay gap
- The mean and median bonus gap
- The proportions of males and females who receive bonuses
YO! Sushi Gender Pay Gap Results:
As a result of the COVID-19 Pandemic the business has experienced a significant change to its workforce over the course of the reference period. To that end, the data produced as a result of the reduced workforce in this period has significantly adjusted the outcome of the snapshot data indicating what appears to be a substantial pay gap between genders. It is imperative, however, that we highlight that the number of employees considered during the reference period was a total of 19 employees, compared to the usual position of some 1685 employees. In addition, the majority of employees considered within the reference group, hold senior and executive positions within the organisation.
The Company does not believe that this year’s Gender Pay Gap report accurately reflects the overall position in relation to its workforce and it is not a true representation. However, the Company is cognisant of the fact that this snapshot of data may have highlighted some exposure to more senior level positions within the organisation being held by a higher majority of male employees.
To that end, efforts have already been made to redress any imbalance which will be reflected in further gender pay gap reporting. Moving forward, whilst there is a primary focus on stabilising our business after what has been a turbulent year, it is also recognised that the Company must take action to continue to encourage the promotion and development of female colleagues to be better represented at higher management levels. This will form part of the Company’s key strategies over the course of the next year.
| MALE | FEMALE | GAP % | ||||
| PAY RATE | ||||||
| Mean | £68.00 | £33.07 | 51.4% | |||
| Median | £43.26 | £23.33 | 46.1% | |||
| BONUS AMOUNT | ||||||
| Mean | £1,174 | £1,072 | 8.7% | |||
| Median | £587 | £500 | 14.9% | |||
| QUARTILE PAY BAND | ||||||
| Lower | 50% | 50% | ||||
| Lower Middle | 40% | 60% | ||||
| Upper Middle | 40% | 60% | ||||
| Upper | 75% | 25% | ||||
| PAID BONUS | ||||||
| Total Employees Paid | 867 | 828 | ||||
| # Paid Bonus | 82 | 77 | ||||
| % Paid Bonus | 9.5% | 9.3% |
I can confirm the above is true and accurate.
Richard Hodgson
Chief Executive Officer
YO!