We employ over 250 people in the UK, so Côte normally reports for Côte Restaurant Group Limited (our restaurants and Support Office). Greenfield Food Supply Limited (our Central Kitchen) isn’t required to report, as there are fewer than 250 team members working in that division, however we still crunch the numbers for Greenfield, so we know how we’re doing.
The gender pay gap data we are reporting is from 2,734 of our Côte people working on the snapshot date of 5th April 2024.
Proportion of male and female employees in each pay quartile (the male/female ratio for each quartile is provided)
Average or mean hourly gender pay gap
Median hourly pay gap by gender
Average bonus gender pay gap
Median bonus gender pay gap
Proportion of male and female employees receiving a bonus payment
Based on our gender pay gap data, we can see the median Gender pay gap is -0.1% which is a positive indicator for our commitment to ensuring we are paying our teams in a totally gender-neutral way. However, when we look at the mean pay gap, this value increases to -4.1%, which we can attribute to female employees sitting in more senior positions, particularly within our Support Office teams.
When we look at the pay quartiles, the majority of our lower quartile are men, with 62% making up this group. As the pay quartiles increase, these figures stay consistent with 61% of our upper pay quartile made up of male colleagues compared to just 39% of female.
The bonus pays median sits at -33.3%, with bonuses paid out to 13.3% of our male population, compared to 7.4% of female for the same period. Although more male colleagues received a bonus, the mean bonus payout favours our female population at -30.1%, indicating when bonuses were paid, our female colleagues received more on average than our male.
This data enables us to understand where we can do better – addressing the balance in the upper quartile of our business is something we’re taking seriously and aim to improve when we report our numbers for next year. Our commitment to promote hospitality as a diverse and inclusive career will always remain a priority – creating an environment where our people can bring the best version of themselves to work, and make it special for our guests, is key to the success of our business.
I can confirm the data reported is accurate.
Jane Holbrook
Executive Chair
