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Gender Pay Gap

This report sets out our results for year ending April 2017 with some background. At Xercise4Less, we offer members of all ages the opportunity to exercise and live a healthy lifestyle in a non-intimidating and judgement-free environment, at an affordable cost. Our Vision is to provide easy and low-cost access to sector leading exercise facilities to every person who wants to improve their fitness and health, no matter where they start their journey. We’re committed to fairness, equality and inclusion at all levels of our business. At Xercise4Less our aim is to grow our own talent and offer all our colleagues fair and equitable pay and the opportunity to develop their careers with the business; feeling motivated and valued.


Our Results

The overall median gender pay gap is 6.7%. We report on the mean and median averages, but the median is more representative because it shows what our typical workforce earns. We’re pleased that our median pay gap is lower than the UK national average of 18.1%.


Pay and Bonus Gap

Difference between men and women
Mean Average
Gender Pay Gap
Gender Bonus 29.7% 11.9%

Colleagues Receiving Bonus

Difference between men and women
% Receiving a bonus





We’re pleased that we have rewarded our colleagues for their hard work and contribution to the business. For everyone paid out a bonus, the mean average was £908.66 per annum.


Pay Quartiles

These graphs show the number of male and female colleagues across four equal-sized quartiles.

Reasons for the Gap


73% of our workforce are employed in front-line roles: front desk, sales and personal training.

Our pay policy for front-line colleagues is equal for male and female colleagues. We’re pleased that we pay our front-line colleagues 7% above the Living Wage. Our gender pay gap for our front-line colleagues is 0.4%.

We’re pleased that there is no pay gap between male and female colleagues employed in personal trainer roles and membership sales consultant roles.

In front desk roles, male colleagues are paid more than women. Any variance is purely based on length of service of these individuals and we look forward to seeing this gap reduce as our colleagues in this workgroup receive their six month pay increases.

For management roles in club, pay banding is equal for male and female colleagues and pay is based on experience and individual performance. Again, we are pleased that there is no pay gap between male and female colleagues employed in sales manager roles.

In general manager roles, female colleagues are paid more than men. This variance is based on performance related pay increments.


Central Support

A higher proportion of our central support staff are male, reflecting a higher male to female applicant ratio for our industry specific vacancies. We operate a fair and robust competency-based approach in our recruitment and selection process, leading to hiring the most experienced candidate regardless of gender.


Simon Tutt's signature, CEO of Xercise4Less

Simon Tutt, Chief Executive Officer

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