Gender Pay Gap Report 2023

Founded in 2008, the PureGym Group is one of the largest gym and fitness operators in Europe. The Group has approximately 2 million members across 584 gyms and holds market leading positions across the UK, Denmark and Switzerland.

We are proud to be a gym that is totally inclusive, regardless of ability, age, size, who you are or where you come from…Everybody’s Welcome at PureGym.

While reflecting on 2023’s performance, we are happy to report that fairness and equality for our people remains an important focus for us as a leadership team.

Since 2017, alongside our estate growth and sustained performance delivery we have improved the gender balance with more high quality females joining in senior roles.

In 2020 we progressed with Diversity Employee Networking groups, ensuring that key communities within our wider internal community felt represented and heard. As we step into 2024 a new single Employee Representative and Inclusion Group will be a key part of our DE&I strategy.

Within our wider diversity agenda, gender balance and fairness remain a priority. Our ongoing commitment to enhanced maternity pay and family friendly policies have been in place since 2017, and in 2022 we introduced a menopause policy to provide support to those women who are experiencing menopausal symptoms at work.

At the date of this report, 50% of the members of the management team who report to the Group CEO are female, and 50% male. It is this group of individuals who by working together determine the majority of the key business decisions in the Group.

When looking across the Group, the Leadership Teams are 38% female and 62% male. Overall, while there is always more that we can and must do, we are proud of the balance between men and women across the leadership teams in the PureGym business.

We remain confident that we pay both men and women equally for equal value work. Our small gender pay gap is reflective of the fact that we have more men than women employed in the UK, and more men than women in mid-senior positions.

We will continue to focus on fairness, equal treatment to all our employees and on growing the business to provide more frequent and quality opportunities for our people to achieve their professional development goals.

PureGym is a great place to work, and our mission to inspire healthier nations and provide facilities where Everybody’s Welcome keeps us driving forwards together.

Gender pay gap is different to equal pay

Gender pay is the difference of the average pay for women compared to the average pay to men, reported as a percentage of the difference. It includes our employees working full time and part time, across our Gyms and in our Central Support Functions.

Equal pay is the expectation that people earn the same for performing the same work of equal value.

PureGym Pay Gap

In 2023 we saw an improvement in the percentage of females taking up mid-senior and senior roles which has had a positive impact on our Gender Pay results.

In 2022, the Mean Pay Gap was 3.4% and the Median Pay Gap was 0.0%.

In 2023, the Mean Pay Gap was 2.6% and the Median Pay Gap was 0.0%.

This pay gap improvement follows the ongoing drive to attracting and retaining great female talent, and improvement in the number of females appointed to mid-senior and senior roles within the business.

PureGym Pay Quartiles

With more men in mid-senior roles, there are more men in the upper pay quartiles than women. This differential is reducing over time and will continue to improve as further opportunities arise with the organisation’s growth.

We can confirm a modest combined improvement of females in the two upper quartiles of 3.6% since 2022.

Gender Bonus Pay Gap

Varied types of ‘irregular’ payments are included in the government reporting guidelines for ‘bonus payments’. We are confident that fair and equal treatment for bonus inclusion, irrespective of gender, is in place. All of our bonus schemes are gender neutral by design.

In 2023, bonus payments were performance centric and linked to the role and position held in the business. In addition to this we made a one-off Christmas bonus payment to all eligible employees as a thank you for all their hard work and effort throughout the year.

Overall 71.5% of male employees and 67.1% of female employees received a bonus.

Using mean and median calculations, the gender pay gap for bonus payments shows the difference in the value paid to male and female employees.

In 2023 the Mean Gender Bonus Gap was 3.7% and the Median Gender Bonus Gap was 0%, compared to a Mean Gender Bonus Gap of 23.8% and a Median Gender Bonus Gap of 7.1% in 2022.