Gender Pay Gap Report

At The Ashe Hotel, we are committed to empowering employees at all levels by providing opportunities to develop and refine their skills within a dynamic and supportive environment. We strive to cultivate a workplace culture that is safe, open, and built on trust, where mutual respect is at the core of all interactions. We actively embrace diversity and are dedicated to promoting equality of opportunity, ensuring that all employees are valued, supported, and given the opportunity to succeed. Overall, our workforce consists of 80 dedicated employees.

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.

Fulltime employees:

Mean hourly pay gap: 3.46% (In favour of male employees)

Median hourly pay gap: 5.59% (In favour of male employees)

Part – time Employees:

Mean hourly pay gap: 6.84% (In favour of male employees)

Median hourly pay gap: .5% (In favour of male employees)

Benefit in Kind:

Proportion of Female employees receiving BIK: 0%

Proportion of male employees receiving BIK: 0%

Bonus:

Mean Bonus Gap: 64.08%

Median Bonus Gap: 8.8%

Proportion of Female employees receiving a bonus: 11.3%

Proportion of male employees receiving a bonus: 8.9%

Pay Quartile	Male	Female
Lower	%	%
Lower-Middle	%	%
Upper-Middle	%	%
Upper	%	%

Women hold 71.4% of senior management positions and 53.8% of middle‑management roles. Overall, women represent 60% of roles included in this analysis, demonstrating strong female leadership throughout the business. This high level of female representation at senior level provides positive opportunities for role modelling and progression but also influences certain elements of the pay and bonus gap results.

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.