In accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 Connect has published its gender pay gap. The figures are based on 5th April 2019 payroll figures.

The results of this report have been reviewed by the Directors and have been viewed as a true representation of the employment figures within Connect.

Connect Catering work in a sector that is historically female dominated. This is reflected in the Connect employment figures, with a female bias in its employment balance of 61% female and 39% male. There has been a change in the mean and median gender pay gap figures, compared to 2018. The mean difference has increase by 1.4% and the median figure has increased by 6.6%. We are investigating why these changes have occurred.

Hourly Rate% %
Difference in mean hourly rate of pay 8.4 %
Difference in median hourly rate of pay 19.9%
Bonus Pay Male Female
Percentage of employees who received bonus pay 48.9 % 41.3 %
-41.1 %
0.0 %
Employees by Pay Quartile Male Female
Upper quartile 54.0 % 46.0 %
Upper middle quartile 52.0 % 48.0 %
Lower middle quartile 29.0 % 71.0 %
Lower quartile 19.0 % 81.0 %

What are the underlying causes of Connect’s gender pay gap?

The lower and lower middle quartiles of our staff are predominately female, which influences the mean and median findings.

The reasons for the predominance of women in the lower and lower middle quartiles, we believe is that we have historically attracted more women as the roles are both local and fit well with other commitments. Many of Connect’s roles, in the lower and lower middle quartiles cover the lunch period and often only during term time. As the cultural norms evolve and change, we would expect a more even split in the lower middle and lower quartiles.

According to the law men and women must receive equal pay for the same or similar work and we are confident this happens at Connect.

What is Connect doing about the gender pay gap

There are no quick or easy ways to close the gender pay gap, and any changes may take several years to show any impact. Under our ISO 9001 we have a policy of reviewing and improving all our systems and policies every year.

  • Connect has reassessed recruitment from within the programme and refocused the training request system. We have set up an internal training course to ensure all can access a pathway into management and all employees are able to fulfil their potential.
  • Gender bias awareness during the recruitment process has been reassessed. The interview process has been formalised with standard interview questions being introduced. Skill based assessments (trial days) have been used during the recruitment process within Connect for over 25 years.
  • A training programme has been rolled out to all managers in charge of recruitment. Gender bias training is included in the induction process for all new managers.

We, Kate Bendall and Louise Laver, Joint Managing Directors, confirm that the information in this statement is accurate.