Gender Pay Gap Statement
Ribby Hall Village
Ribby Hall Village
Page last updated: April 2024
Statement from Paul Harrison Chief Executive Ribby Hall Village
Looking at the 2023 Business plan, it is great to see that most of our key objectives which were identified in each department have been successfully achieved. After a slow start for accommodation, we managed to build the annual occupancy to 75.1% partly due to a strong Q4. This year we are aiming for 77% whilst still maintaining fair tariff levels. We have taken action to reduce our energy usage within the village but our energy costs are still double what they were in 2021, so we aim to further reduce our usage through green initiatives and improved insulation in all buildings. 2023 was an incredibly busy year with so many projects going on as well as accommodating all of our members and guests, this is a difficult balance as even our off peak periods are now busier than previous years. This year again, we have numerous projects already underway as we strive to improve the business accommodation, support and service along with our facilities. Most of the build projects will be completed by June and we continue to very much focus on bookings and service. With high living costs, business is certainly challenging but through our policy of constant improvement in all areas, we continue to outperform many of our competitors, and it is vital that this policy continues as competition in many of our sectors is improving also, we aim to lead not follow. As we celebrate 30 years, the Business is now well established through a lot of hard work and vision by so many and we have the opportunity to build on what we have achieved, and there are still so many opportunities available to us. Thank you to everyone. We are very well positioned for a predicted economic improvement this year and confident of hitting our financial target profit of EBITDA 15% (Earnings Before Interest, Taxes, Depreciation and Amortization).
Ribby Hall Village Gender Pay Gap
The Organisation has reported its Gender Pay Gap Data in line with the government’s gender pay gap reporting regulations. The Gender Pay Gap reporting regulations require organisations with 250 or more employees to publish the difference between both the mean and median hourly rate of pay for male and female full-time employees, the difference between both the mean bonus pay and median bonus pay for male and female employees, the proportions of male and female employees who were awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower middle, upper middle and upper quartile pay bands. When reviewing the Gender Pay Gap Data it is important to understand that this is not a measure of pay differences between individuals or groups performing the same or similar work, but a broader view of the differences in the average earnings of men and women, regardless of their role or seniority. Ribby Hall Village is committed to equal pay and continues to work hard to address gender imbalance in the business.