Page 7 - 20180326 Gender Pay Gap Final V1

Gender Distribution Bonus Calculations

“We are flexible, adaptable and able Positively, women achieving bonus has improved year on year, and female participation in the company
bonus scheme has remained the same. Conversely, the median bonus gap has increased year on year. Due
to attract, support and retain women to the size of our organisation, eligibility for the bonus scheme is small by comparison, and any annual
performance deficits have a significant impact on our overall percentages.
within our business at all levels” Trend analysis identifies this median bonus gap increase is a result of operating divisions achieving different

results. Bonus pay-outs are variable depending on individual site performance.
Doug Tetley, Managing Director, Delaware North UK

This report identifies some underlying imbalance in gender distribution among senior leaders at site level.
Moving forward we will actively seek to re-dress the balance at specific sites where we see women under-
represented in senior leadership teams.

Quartile 1 Quartile 2

£7.20-£8.40 £8.40-£8.90 Staff eligible for bonus Staff achieving bonus

29 18
47.9% 49.2% 41

31
52.1% 50.8%

Female Male Female Male

Female Male Female Male

Quartile 3 Quartile 4 Median Bonus Mean Bonus

£8.90 - £9.21 £9.21 - £112.78

Median Bonus Mean Bonus
£ 9,000 70.0% £ 9,000 70.0%
£ 8,164 62.0%
£ 8,000 £ 8,000
60.0% 60.0%
£ 7,000 £ 7,000
42.5% 44.2% £ 6,000 50.0% £ 6,000 £ 5,040 50.0%
£ 5,000 £ 4,998 37.4% 40.0% £ 5,000 40.0%

57.5% 55.8% £ 4,000 £ 3,637 30.0% £ 4,000 30.0%
£ 3,000
£ 3,000
20.0% 20.0%
£ 2,000 £ 2,000
10.0% 10.0%
£ 1,000 £ 1,000
£ 0 0.0% £ 0 0.0%
Female Male Gender pay gap Female Male Gender pay gap
Female Male Female Male
Gender Pay Gap Report 2018 Delaware North page 6 Gender Pay Gap Report 2018 Delaware North page 7