gender pay gap
Gender Pay Gap is a report required by law under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, where companies that comprise more than 250 members of staff are obliged to report the percentage difference on average hourly earnings for Men and Women.
For the snapshot date of 9th June 2022, YO! has published the results of its gender pay report on both its own website and on the Government portal. The snapshot shows the following measures:
- The mean and median gender pay gap
- The mean and median bonus gap
- The proportions of males and females who receive bonuses
YO! Sushi Gender Pay Gap Results:
YO! is a market-leading Japanese food business that has been enriched by the diversity of backgrounds, experiences and ethnicities that make up its team.
Promoting equality and diversity at all levels, regardless of gender, race or ethnicity, is something that is a priority for us. We place a great importance on our efforts to close the gap on gender pay and are proud of significant progress we have made in improving gender representation in recent years, though we recognise that there remains work to be done in this regard.
When we reported on gender pay last year, data was taken in April 2021, at a moment when flexi-furlough was in operation across our business. As a result, data included the pay details for only 291 colleagues out of a total potential cohort of 967, excluding a large proportion of our restaurant leadership team, where a significant number of positions are held by female colleagues. We have since welcomed back colleagues to full-time roles and believe that this year’s gender pay report better reflects our overall position.
Over the past twelve months we have significantly narrowed our gender pay gap, halving the mean gap in average pay from 15.6% to 7.8%. On a median basis, we have now reached parity between male and female colleagues. This is a result of progress from our new Diversity, Equity and Inclusion policy, ‘Affinity’ as well as action taken to encourage the promotion and development of female colleagues to be better represented at higher management levels. This was also a period in which we reduced the gap in average bonus payment between male and female colleagues by nearly two thirds.
While we have made progress in our gender pay gap during the period, we are not complacent, and we are focused on improving this further – not least via the continued appointments of women into senior management roles.
As a business, we remain committed to continuing to address disparities in pay and ensuring that we remain an employer of choice for our colleagues and within our industry.
MALE | FEMALE | GAP % | |
PAY RATE | |||
Mean | £12.55 | £11.57 | 7.8% |
Median | £10.00 | £10.00 | 0.0% |
BONUS AMOUNT | |||
Mean | £10,885 | £6,898 | 36.6% |
Median | £3,340 | £2,740 | 17.1% |
QUARTILE PAY BAND | |||
Lower | 47% | 53% | |
Lower Middle | 44% | 56% | |
Upper Middle | 38% | 62% | |
Upper | 52% | 48% | |
PAID BONUS | |||
Total Employees Paid | 628 | 790 | |
# Paid Bonus | 48 | 47 | |
% Paid Bonus | 7.6% | 5.9% |
I can confirm the above is true and accurate.
Richard Hodgson
Chief Executive Officer
YO!