Gender Pay Gap Report

At Manor West Hotel, we’re proud to be a diverse and supportive place to build a career in hospitality. As an award-winning, four-star, family-run hotel, we’re known for our friendly atmosphere and genuine commitment to looking after both our guests and our team. Overall, our workforce consists of 98 dedicated employees.

We aim to strike a balance between professionalism and warmth, offering opportunities to learn new skills and experience different roles. The Gender Pay Gap compares the average hourly pay of all women and all men across our organisation. We report the mean and median differences, alongside bonus and benefits participation.

In line with the Gender Pay Gap Information Act 2021 and associated regulations, we are pleased to publish our Gender Pay Gap Report for the reference date of 30^th June 2025.

Gender Pay Gap Results

Fulltime employees:

Mean Hourly Pay Gap: 3.1% (In favour of female employees)

Median Hourly Pay Gap: 2.15% (In favour of male employees)

Part -time Employees:

Mean Hourly Pay Gap: 2.9% (In favour of female employees)

Median hourly Pay Gap: 2.7% (In favour of male employees)

Benefit in Kind:

Proportion of Female employees receiving BIK: 3.8%

Proportion of male employees receiving BIK: 2.4%

Bonus:

Mean bonus renumeration pay gap: – 817.88%

Median bonus renumeration pay gap: 0%

Proportion of Female employees receiving a bonus: 11.3%

Proportion of male employees receiving a bonus: 8.9%

Pay Quartile	Male	Female
Lower	48%	52%
Lower-Middle	52%	48%
Upper-Middle	58%	42%
Upper	58%	42%

Our Senior Management Team is predominately female, with women making up nearly 86% of the team.

This strong representation of women at senior levels plays a key role in several of our Gender Pay Gap results, including a negative mean bonus gender pay gap. It also contributes to our overall mean hourly gender pay gap favouring women.

Our gender distribution at the senior level highlights the positive progression opportunities and the active participation of women in leadership roles within hospitality. At the same time, we remain committed to ensuring that everyone regardless of gender has equal access to leadership pathways, development opportunities and career growth.

The Organisation is committed to ensuring fairness, transparency, and equal opportunities for all employees. Ongoing actions include strengthening career development pathways, enhancing access to training and leadership programmes, reviewing bonus structures, supporting work–life balance, monitoring gender representation across departments, and ensuring inclusive recruitment and promotion practices. These initiatives will help maintain a balanced workforce and support continued progress in reducing the gender pay gap over time