The Gender Pay Gap in British Racing

The Gender Pay Gap in British Racing

Tallulah Lewis | April 5, 2018 | In the News

Women in Racing analysis of Gender Pay Gap data from ARC, BHA, Chester Race Company, Goodwood Racecourse and Jockey Club Racecourses

Five organisations in British Racing have reported their gender pay gaps.

As of midnight, Government legislation now requires any company or organisation in the public or private sector which employs more than 250 people to report their Gender Pay Gaps.

This has seen Arena Racing Company (ARC), the British Horseracing Authority (BHA), Chester Race Company (which operates Chester and Bangor Racecourses), Goodwood Racecourse and Jockey Club Racecourses share salary and bonus information for their employees for the first time.

If you are interested in researching the pay gap of different organisations who have submitted data to the Government portal information on each one can be found here:

The information which ARC, the BHA, Chester Race Company, Goodwood Racecourse and Jockey Club Racecourses have submitted can be found on the following links:

What does this information tell us about these organisations?

  • All five organisations have gender pay gaps.  Based on the mean average ARC pays male employees 21.6% more per hour, with the BHA at 16%, Chester Race Company at 23% and Jockey Club Racecourses at 3%. However, Goodwood Racecourse pays female employees 13% more per hour than men.
  • Three of the five organisations pay a greater proportion of women a bonus than men. 65.4% of female employees at ARC receive a bonus, compared to 59.1% of men, with the respective numbers for the BHA being 34% and 20%, and at Jockey Club Racecourses 70.9% versus 63.5%. Goodwood Racecourse is fairly evenly split with 63% of female employees receiving a bonus compared to 67% of male employees, and Chester Race Company pays 30% of female employees a bonus compared to 72% of male employees.
  • Four of the five organisations have more men in the top pay quartile, however compared to some sectors female representation is strong throughout.  ARC’s top pay quartile is made up of 38.8% female employees, compared to 22% for the BHA, 29% for Chester Race Company and 44.7% for Jockey Club Racecourses. Goodwood Racecourse is split equally between men and women in the top pay quartile with women in the majority in the middle two pay quartiles.

What does this data not tell us?

  • The data does not necessarily tell us the full story about large organisations that are made up of a number of smaller entities.  Some organisations are composed of a number of smaller entities, which might not be obliged to report their gender pay gap, or they have staff that are not employees (such as partners in a partnership).  The reported figures may not represent the full picture when these arrangements are taken into account.
  • The data does not tell us what any of these organisations are doing about addressing their gender pay gap issues.  Aside from what is required by Government legislation all three organisation have published information on their own websites about their principles and priorities in this area which is worth looking at:

o   Arena Racing Company:

o   British Horseracing Authority

o   Chester Race Company:

o   Goodwood Estate:

o   Jockey Club Racecourses:

  • It does not tell us about the large number of organisations in British Racing who employ less than 250 people. These organisations might be smaller but no doubt carry influence in the world of racing and we still do not know if they have a gender pay gap, and if so how significant it is.

Women in Racing’s view on the Gender Pay Gap:

Women in Racing is pleased to see organisations reporting their gender pay gap information for the first time.  We would like to see all organisations, regardless of size, publishing such data as transparency in this fashion acts as an important tool for ensuring fairness and accountability, and most crucially of making change happen.

Whilst the headline data is useful, we would call for visibility of action plans as to how the gender pay gaps will be addressed, together with a timeline for doing so.

Women in Racing would encourage all its members to ask their employer whether they have a gender pay gap and if so what they would consider doing to address it.