Gender Pay Reporting

Our people – our most valuable asset

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 more than 12,000 employees at around 1,600 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 understand the opportunities that exist surrounding career and learning for our diverse workforce.

Gender Pay Gap - Analysis & Results

We have carried out our annual analysis of our Gender Pay Gap, and established that whilst there is a gap, it is not driven by equal pay issues but the result of two key factors.

Firstly, we operate in business segments with very different gender mix and pay structures; secondly, and like a lot of businesses, we have a historically higher proportion of males than females at the most senior management levels.

The impact of operating in business segments with different gender mix and pay structures is very significant. Marston’s business divisions include pubs and bars, brewing, logistics and central support services. We run Marston’s as one entity, therefore when we calculate the Gender Pay Gap for the total business, it is 18.6% with a median pay gap of 0.3%.

From a bonus perspective our mean bonus pay gap is 53.5% and our median bonus pay gap is 84.1%. This was due to the majority of bonus payments being paid to Beer Co, MPB Ops and General Managers of which 81.9% and 58.9% respectively are male in those areas increasing our bonus gap.

When we calculate the pay gap for the different operational divisions in the company, which we would argue is more appropriate for gender pay purposes, as it demonstrates equal pay policies for men and women within a division, the gap reduces significantly.

  • For our Pub Operations, the female hourly rate is 7.0% lower (mean), 0.0% lower (median);
  • For Brewing and Logistics, the female hourly rate is 3.5% lower (mean), 8.1% lower (median);
  • For Pub Support services – the female hourly rate is 29.4% lower (mean), 30.9% lower (median).

I confirm that the Gender Pay and Bonus Gap calculations and the data provided for Marston’s Trading Ltd are accurate.

Andrew Andrea
CEO

2019 results

The information we are required by legislation to publish is detailed below. Average male pay is higher than average female pay.

Mean Pay Gap 19.7%
Median Pay Gap 1.1%
Mean Bonus Pay Gap 42.8%
Median Bonus Pay Gap 29.1%
Males receiving Bonus Pay 12.3%
Females receiving Bonus Pay 25.7%
 
Quartile Distribution Male Female
Lower Quartile 40.7 59.3
Lower Middle Quartile 38.6 61.4
Upper Middle Quartile 43.5 56.5
Upper Quartile 71.5 28.5
 
Total Population Male Female
48.6 51.4

2018 results

The information we are required by legislation to publish is detailed below. Average male pay is higher than average female pay.

Mean Pay Gap 20.1%
Median Pay Gap 2.1%
Mean Bonus Pay Gap 41.5%
Median Bonus Pay Gap 68.1%
Males receiving Bonus Pay 27.3%
Females receiving Bonus Pay 14.1%
 
Quartile Distribution Male Female
Lower Quartile 42 58
Lower Middle Quartile 36.5 63.5
Upper Middle Quartile 43 57
Upper Quartile 72.3 27.7
 
Total Population Male Female
48.5 51.5

2017 results

The information we are required by legislation to publish is detailed below. Average male pay was higher than average female pay.

Mean Pay Gap 23.9%
Median Pay Gap 0.0%
Mean Bonus Pay Gap 85.2%
Median Bonus Pay Gap 54.8%
Males receiving bonus pay 27.8%
Females receiving bonus pay 14.1%
 
Quartile Distribution Male Female
Lower Quartile 41.7 58.3
Lower Middle Quartile 39.8 60.2
Upper Middle Quartile 40.1 59.9
Upper Quartile 71.2 28.8

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