Big Bus Gender Pay Gap Report
Big Bus Tours Limited and Big Bus Company Limited are required by law to publish a consolidated Annual Gender Pay Gap Report by 31st March 2019.
A gender pay gap is a measure of the difference in the average pay of men and women - regardless of the nature of their work - across an entire organisation, business sector, industry or the economy as a whole.
Our Results as at 5th April 2018:
- The mean gender pay gap is -6.15%
- The median gender pay gap is 23.08%
- The mean gender bonus gap is 47.69%
- The median gender bonus gap is 47.27%
- The proportion of male employees receiving a bonus is 78.66%
- The proportion of female employees receiving a bonus is 59.77%
Pay quartiles by gender
|Lower middle quartile||85.15%||14.85%|
|Upper middle quartile||94%||6%|
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
What are the underlying causes of Big Bus Tours Limited gender pay gap?
Under the law, men and women must receive equal pay for:
- the same or broadly similar work;
- work rated as equivalent under a job evaluation scheme; or
- work of equal value.
Big Bus is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. The Company will pay employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).
Big Bus is confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.
Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations) which attract higher rates of pay than other roles. This can be seen above in the table depicting pay quartiles by gender.
How does Big Bus Tours Limited’s gender pay gap compare with that of other organisations?
The vast majority of organisations have a gender pay gap, and we are pleased to be able to say that Big Bus’s gap compares favourably with that of other organisations, including those within our industry.
The mean gender pay gap for the whole economy (according to the October 2018 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17.0%, while in the Travel and Tour Operator sector it is 21%. At -6.15%, Big Bus Tour Limited's mean gender pay gap is, therefore, significantly lower than both that for the whole economy and that for our sector.
The median gender pay gap for the whole economy (according to the October 2018 ONS ASHE figures) is 17.9%, while in the Travel and Tour Operator sector is 23.2%. At 23.08%, Big Bus’s median gender pay gap is, therefore, higher than that for the whole economy but matches that for our sector.
Comparison with other organisations
|Pay Gap Gender||Big Bus Tours Ltd||
(2018 ONS ASHE Report)
|Travel & Tour Operator sector|
The mean gender bonus gap and the median gender bonus gap for Big Bus are relatively large at 47.69% and 47.27%. However, the bonus structure is equal to all individuals, regardless of their gender and this is dependent on both Company and/or individual performance. Same as for the median gender pay gap, the percentage of the bonus gap is impacted by the lower levels of women in senior leadership roles.
The proportion of men at Big Bus who received a bonus in the 12 months up to 5 April 2018 was 78.66%, while for women this was 59.77%. This again reflects the higher proportion of men in the leadership team which attracts a management bonus.
What is Big Bus Tours Limited doing to address its gender pay gap?
Although Big Bus is confident that women and men are paid equally, this is not a subject about which Big Bus is complacent, and it is committed to doing everything that it can to reduce the gap.
The steps that Big Bus will take to continue promoting gender diversity in all areas of its workforce include the following:
- Promote flexible working to create equal opportunities by revising the current policy to make it clear that employees in all areas and levels of the organisation will be considered for flexible working.
- Carry out pay and benefits audits at regular intervals.
- Evaluate job roles and pay grades as necessary to ensure a fair structure.
- Promote gender diversity for roles which are highly male occupied. (e.g. Senior Leaders, Drivers, Tour Guides)
- Report on an annual basis on what Big Bus is doing to reduce the gender pay gap and the progress that it is making.
Alex Payne - Chief Executive Officer