Brasserie Blanc

Blanc Brasseries Limited

In accordance with gender pay gap reporting regulations we are publishing our statistics for 2018.

These statistics look at the difference in the average 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 2018.

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.

Mean pay gap                        7%

Median pay gap                     0%

With a mean gap of 7% and a median gap of 0%, we are pleased to report that our gender pay gap is below the national average as reported by the Office of National Statistics in October 2018.

We are confident we pay men and women the same amount for doing equivalent work, with structured pay rates and salary bandings reviewed annually against market rates and performance.

The most senior role in our brasseries is that of General Manager and we are pleased to report that across our estate there are an equal number of females in these roles as males. In addition, our statistics for 2018 show that our female General Managers, on average, were paid slightly more than our males.

In line with many other operators in the sector, we have a higher proportion of males in full time senior kitchen roles, compared to females, and this creates the gender pay gap. We will continue to monitor the balance of senior chef applications and internal promotions to ensure that we take every opportunity to encourage and support progression amongst our female chefs.


Proportion of women & men in each pay quartile

Upper quartile                         27% women    73% men

Upper middle quartile             36% women    64% men

Lower middle quartile             43% women    57% men

Lower quartile                          51% women    49% men

Bonus pay

The bonus statistics are based on the bonuses received by our workforce in the year to 5 April 2018.  Women’s mean bonus pay is 37% lower than men’s, and women’s median bonus pay is 58% lower than men’s.

Bonus payments are role specific and based on individual site performance. The majority of bonuses paid in 2018 were paid to General Manager and Head Chefs as a management team. The gap in bonus payments is largely driven by the higher proportion of males in Head Chef positions across our estate.

Mean bonus gap         37%

Median bonus gap      58%

8% of women received bonus pay

7% of men received bonus pay

We are committed to the principle of equal opportunities and equal treatment of all employees. Diversity is incredibly important to us and we continue to evaluate our reward package to ensure that it is equitable, fair and consistent.

Helen Melvin

People Director, April 2019