CCSL Gender Pay Gap Report for 2024
- CCSL
- Jul 1
- 3 min read
At CCSL, we believe that a diverse, inclusive workplace is essential to our success. We are committed to creating an environment where everyone, regardless of gender, can flourish, grow, and achieve their full potential. This report outlines our current position, the progress required, challenges to be faced, and commitment to closing the gender pay gap across our business.
Our Gender Pay Gap Report allows us assess how inclusive we really are. It provides a valuable insight into the structure of our workforce, where imbalances remain, and how we can continue to evolve. While we are proud that more 55% of our workforce is
female, we recognise that representation across pay levels is uneven.
The gap within CCSL exists in part because more women are currently represented in the lower pay quartiles. This reflects the structure of our industry, where flexible and part-time roles, often more appealing to those with family or caregiving commitments, who statistically tend to be female. However, this context does not diminish our responsibility to support change.
CCSL is committed to broadening our efforts to reduce the gender pay gap, recognising that this is a complex challenge with no instant solution. We are focused on long-term, sustainable change that balances professional growth with lifestyle and family commitments.
We are committed to narrowing both mean and median pay gaps. While the journey is ongoing, we are steadfast in our commitment to making meaningful, lasting progress.
Tom Hackett
Managing Director
I confirm that the gender pay gap data contained in this report is accurate.
What’s Required?
Gender pay gap legislation requires employers with a headcount of 150
or more to calculate and publish their gender pay gap data on an annual basis.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.
Mean and Median explained
The “mean” average for the gender pay gap is determined by adding up the hourly pay/bonus pay and then dividing the result by the number of employees.
The “median” average for the gender pay gap is determined by sorting all of the hourly
pay/bonus pay from smallest to largest and then selecting the employee in the middle of the range.
Gender Pay Gap Analysis
Over 55% of our workforce consist of females. The gender pay gap exists primarily as a result of there being more females in catering assistant roles. Flexibility at this level largely attracts female candidates balancing the various requirements of their life, both professional and personal. We are also don’t see many male applicants for these roles.
Traditionally, the contract catering sector has seen a higher percentage of males in certain roles, particularly in chef and chef-manager roles. This has been a contributory factor in the pay gaps identified. At CCSL we are proud to say that that a significant percentage of these roles are held by women. However, we have identified this as area where we would like to see improvement for our next report.
On a positive note, we have a higher percentage of females in the top three quartiles and our senior leadership team is 60% female. We are very proud of this and continue to drive opportunities for development for women across all areas of business.
CCSL works to develop an inclusive and supportive work environment. We are committed to promoting work- life balance, equal opportunities, and gender equality. This will create an environment where both male and female team members can fulfil their family responsibilities without compromising their ambitions and potential.
Read the full CCSL Gender Pay Gap Report for 2024 below:
