Gender Pay Report

Introduction

We are very proud to be an organisation in which women fulfil key roles in our hotels. We are continually making efforts to ensure that the gender pay gap is minimal across our businesses, we are pleased to see the progress over past years in minimizing the gap. This is important to us so that we can encourage greater opportunities for women in the workplace. We are committed to creating an inclusive work environment where all staff feel valued and fully engaged with our business.

Our business comprises five employing entities: Claridge's Hotel Limited, the Connaught Hotel Limited, the Berkeley Hotel Limited, the Emory Hotel Limited and Maybourne Hotels Limited. 

(Maybourne Hotels Limited and the Emory Hotel Limited do not fall within the scope of the Government Regulations, however we have reported on a voluntary basis on our website.)

What is the Gender Pay Gap?
The gender pay gap shows the difference between the earnings of men and women as a percentage of men's earnings. The figure is intended to provide a high-level indicator of earning power and highlight any inequalities in the market.

Gender pay is not the same as equal pay. Equal pay deals with the difference in pay between men and women who carry out the same jobs, similar jobs or work of equal value.

What are the calculations?
Hourly rates of pay
The mean is calculated by adding up everyone's rate of pay and dividing that sum by the number of rates of pay.

The median is the middle value when all the different rates are placed in order.

The figures below show our gender pay gap based on hourly rates of pay as at the snapshot date of 5 April 2025.

Pay Quartiles
All colleagues are ranked from lowest to highest by hourly rate and then allocated to each quartile based on their hourly rate.

Incentive pay
The figures below show our pay gap based on incentives paid to colleagues during the period 6 April 2024 to 5 April 2025

As can be seen from the statistics and comparisons below, we are pleased to see progress in many of our employing entities. In particular, the following highlights should be noted:

• Claridge’s now has a negative median gender pay gap in favour of females and the mean gender pay gap has also decreased.
• Claridge’s also has a negative median bonus gender gap in favour of females, and the mean bonus gender gap has also decreased. The proportion of females in the upper quartiles at Claridge’s has increased.
• The Connaught has a negative median gender pay gap in favour of females and the mean gender pay gap has decreased. The proportion of females in the upper quartile has increased.
• At The Berkeley the proportion of females receiving a bonus has increased by over 10%.
• At Maybourne Hotels Limited, the mean gender pay gap, and the median bonus gender gap have decreased and the proportion of females in the upper quartile has increased.
• The Emory Hotel Limited has an even greater negative mean and median gender pay gap in favour of females from last year.
• Both the mean and median bonus gender pay gap at The Emory Hotel Limited have decreased substantially, with the median bonus gender pay gap being in the negative.
• The proportion of females in the upper mid quartile at The Emory Hotel Limited has increased.
  
  Sally Lloyd
  Chief People Officer

Claridge's:

The Connaught

The Berkeley