Gender Pay Gap Report 2025 – Heartwood Inns Limited
In accordance with gender pay gap reporting regulations, we are publishing our statistics for 2025.
These statistics look at the difference in the mean and median hourly rates of pay and bonus pay for male and female employees, regardless of their role or seniority. The statistics are based on the prescribed snapshot date of 5 April 2025.
Difference in hourly rate
The mean pay gap is the difference between average hourly earnings of men and women. The median pay gap is the difference between the midpoints in the ranges of hourly earnings for men and women.
To calculate the median, all hourly rates in the sample are lined up from highest to lowest for men and for women and the median is the middle rate for men and for women.
- Median pay gap 0.0%
- Mean pay gap 9.8%
It is pleasing to note that our median pay gap remained nil. This consistency underscores our commitment to a transparent and equitable pay structure across our core roles, ensuring the typical earner is paid the same regardless of gender.
We are also pleased to report a reduction in our mean gender pay gap, which has fallen from 14.8% to 9.8% over the past twelve months. This significant reduction reflects our ongoing efforts to increase female representation in senior leadership and specialized technical roles, particularly within our kitchen teams.
Proportion of women & men in each pay quartile
Our pay quartile data reflects the broader trends seen across the hospitality industry. While women represent the majority of our workforce in the lower pay quartile, we are encouraged to see a continued upward trend in our upper pay quartile.
We remain committed to identifying and removing barriers to progression, ensuring that more women move into the highest-earning roles within the business.
Bonus pay
The bonus statistics are based on the bonuses received by our workforce in the year to 5 April 2025.
Women’s mean bonus pay was 51.3% lower than men’s, and women’s median bonus pay was 10.7% lower than men’s.
Both the mean and median gender bonus gaps reflect the larger share of males employed in the most senior management roles where larger bonuses are awarded.
As in previous years, we remain committed to paying our staff a fair wage based on their job role and responsibilities, and offering equal opportunities to all regardless of their gender.
Henry Olney
Chief Financial Officer
March 2026