Our "product" is the people we employ – we are friendly and approachable so meet the current senior team.
Founder and Managing Director
Having set up the business straight out of college with just three staff, it has been a challenging and amazing journey...MORE
I’m proud of the fact that we have grown this business from scratch, and still remain very much 'hands on' ...MORE
I've been with Mosaic since 1992 and have worked my way up from being a fre...
Training and Regional Manager
After completing a sports science degree and gaining industry experience fo...
I began working for Mosaic in 1999, and I progressed to my current position...
I have been with Mosaic since 2014 and look after all aspects of HR, both f...
Membership Administration Manager
Having worked for the company since 2002, my responsibilities as Membership...
As a qualified accountant, I bring nearly 30 years of experience to my role...
Senior Marketing and IT Manager
I joined the company as a Leisure Professional back in 1997, and I have bee...
Spa Revenue and Marketing Manager
I initially joined Mosaic as a Head Therapist at Imagine Spa, Thames Valley...
Gender Pay Gap Reporting
Gender pay gap is used to determine whether on average a business pays more to men than women and should not be confused with pay equality which focuses on rates of pay for comparable jobs. The gender pay gap has been calculated using the snapshot date of 5th April 2020 and has been calculated within the guidelines of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Our median (or midpoint) gender pay gap is 19% and our mean gap (the difference between the average earnings of males and females) is 17%. The gender pay gap is calculated by assessing relevant employees and removing any employees who are not full-pay relevant employees ie where an employee has not received their full pay due to leave etc. During the relevant pay period, 1st to 30th April 2020, 341 employees were paid, however due to Covid19 the majority of employees were furloughed and only 10 were full pay relevant employees at the snapshot date, (9 females and 1 male). As such, the calculations do not give comparable calculations on previous years.
The bonus gender pay gap is calculated using relevant data for the year ended at the snapshot date and includes both commission and bonuses. Our mean bonus gap is 51% and our median bonus gap is 73%. Female employees receiving bonus payments were 42% compared to 34% of male employees. These differences will be due, in part, to the cash value of bonuses being awarded to women being lower than those awarded to men because of the distribution of part time work. The remainder will be due to the performance at a variety of sites wherby people have not met the criteria for a bonus to be paid. Our reward system aims to recognise the work that our employees put in, and performance over and above our budgeted standards is recognised through our company-wide bonus scheme, which incorporates all spa and leisure employees regardless of gender.
At the snapshot date, 67% of employees within the upper pay quartile were female compared to 33% of men in the same quartile, with 100% of employees in the upper middle, lower middle pay and lower pay quartile, being female.
We continue to take actions to ensure all employees are fairly treated, with new initiatives being released to improve the way we interact with employees, from recruitment, through training and retention, to assist the continuous development of all employees.
CEO Mosaic Spa and Health Clubs Ltd