# 2022 | Gender Pay Gap Report

> Here is the detail on our reported gender pay gap for the Azzurri Group, which includes the data from ASK Italian, Zizzi and Coco di Mama.

- Interactive version: https://azzurrigroup.relayto.com/e/2022-gender-pay-gap-report-dz6l4bs4tui6x
- Format: PDF document, 9 pages
- Published by: [Azzurri Group](https://azzurrigroup.relayto.com/)
- Last updated: 2024-04-02
- More from this site: https://azzurrigroup.relayto.com/llms.txt

## Page 1

GENDER PAY GAP REPORT 2022

## Page 2

Azzurri Group Gender Pay Gap Report 2022
Azzurri Group | Who we are
At Azzurri we’re building better food businesses, driven by dedicated teams of people who pride themselves on
being conscientious, curious, and resilient. The Group employs more than 5,000 people, who serve 14 million meals
annually across an estate of over 200 restaurants and stores, including Zizzi, ASK Italian and Coco di Mama.
Our businesses employ individuals, who are not all the same and that’s their greatest strength. We draw on those
differences and the experiences had, to build better food businesses that sustain happy, healthy lives. We employ
great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes our
businesses stronger. We are proud that our shared values and our enthusiasm, create environments where everyone
can flourish. We take pride that across the Group we have people that care deeply, look out for each other, and
work together to be the best that they can be. We are all committed to creating an inclusive and respectful culture
where every individual can be themselves, will be respected and can thrive, grow and progress.
We take time to listen to all team members through regular engagement surveys, listening groups and 1-2-1s,
to learn what is important and where we can improve.
Reporting on our gender pay gap on an annual basis gives us insight, makes us challenge ourselves and agree
actions that will drive meaningful change. We are proud of the work we have already done and are committed
to driving more action over the coming year.
This report outlines our Gender Pay Gap in April 2022.
2

## Page 3

Azzurri Group Gender Pay Gap Report 2022
LOWER QUARTILE LOWER MIDDLE QUARTILE
Here is the detail on our reported gender pay gap for the Azzurri Group, which includes the data from Male Female Male Female
ASK Italian, Zizzi and Coco di Mama.
32%
68% 54% 46%
MEAN
Female 5.9% UPPER MIDDLE QUARTILE UPPER QUARTILE
Male Male Female Male Female
MEDIAN
31%
Female 3.9% 48% 52% 69%
Male
BONUS MEAN
Female 8.3% % RECEIVING A BONUS
Male Female
Male
BONUS MEDIAN 5.9%
Female 11.7%
Male -9.3%
3

## Page 4

Azzurri Group Gender Pay Gap Report 2022
LOWER QUARTILE LOWER MIDDLE QUARTILE
Since first opening our doors and firing up our signature pizza ovens in Chiswick over 20 years ago we now Male Female Male Female
have over 134 restaurants across the UK & Ireland.
Our median gender pay gap at 1.5% is low however it is not yet zero. We have more females in our upper
middle quartile, as illustrated and we have also grown the number of females in our upper quartile. Whilst we 32%
have more work to do, this is a positive step and we are moving in the right direction. 68% 49% 51%
MEAN
Female 6.2% UPPER MIDDLE QUARTILE UPPER QUARTILE
Male Male Female Male Female
MEDIAN
31%
Female 1.5% 53% 47% 69%
Male
BONUS MEAN
Female 2.1% % RECEIVING A BONUS
Male Female
Male
BONUS MEDIAN 4.0%
Female 9.30%
Male - 7. 3 %
4

## Page 5

Azzurri Group Gender Pay Gap Report 2022
LOWER QUARTILE LOWER MIDDLE QUARTILE
With 65 restaurants nationwide, we take our inspiration from the Italian way of life, putting our heart and soul Male Female Male Female
into the details.
ASK Italian’s bonus statistics stand out from our other brands. This is because female bonuses received tended to
be higher than males, which is mostly due to females being in more senior roles than males. That’s great news! 33%
We’re happy to see so much female progression into our senior roles but we would like to see more female 67% 66% 34%
General Managers in our restaurants. This links nicely into our goal of removing any barriers for females
running our restaurants.
MEAN
Female 5.0% UPPER MIDDLE QUARTILE UPPER QUARTILE
Male Male Female Male Female
MEDIAN
31%
Female 5.0% 39% 61% 69%
Male
BONUS MEAN
Female % RECEIVING A BONUS
Male Female
Male - 7 7. 5 %
BONUS MEDIAN 3.8%
Female 13.0%
Male -74.8%
5

## Page 6

Azzurri Group Gender Pay Gap Report 2022
LOWER QUARTILE LOWER MIDDLE QUARTILE
Coco di Mama first opened its doors in London in April 2011, with the sole mission to become the nation’s Male Female Male Female
most loved Italian-to-go.
Coco doesn’t quite hit the 250+ employee requirement for government reporting, but we thought it best to
be transparent about our business. Our quartiles show that we have a predominantly female workforce, with
good representation of females in senior roles. 59% 41% 58% 42%
MEAN
Female 11.7% UPPER MIDDLE QUARTILE UPPER QUARTILE
Male Male Female Male Female
MEDIAN
32% 34%
Female 68% 66%
Male -2.5%
BONUS MEAN
Female 70.4% % RECEIVING A BONUS
Male Female
Male
BONUS MEDIAN
Female 17.6% 37.3% 29.3%
Male
6

## Page 7

Azzurri Group Gender Pay Gap Report 2022
One eye on the detail Looking back
Our gender pay gap report for 2022, reported in 2023, uses a snapshot date to look forward
of April 2022. The pandemic and lockdowns affected our restaurants and stores Kitchens that welcome our female chefs
so in some cases our year-on-year comparisons are difficult to analyse. Where
applicable we have used 2019 data to give us meaningful comparisons and to We have been working closely with our teams to ensure
map our progress. 98% of our workforce is in our restaurants and stores with only that our kitchens are set up to welcome female chefs, that all
138 of our 5,200 employees, working in our central teams. potential barriers are removed and exploring how we can
Our gender pay gap is impacted by the historical make up of hospitality, support females in these roles. We are very proud that over the
where most of the chefs are males and most of the waiters are female. last couple of years we have significantly increased the number
We are working hard to evolve and change this. of females working in our kitchens, with over 11% of our Head
Chefs and 27% of our chefs now female. Four years ago, our
chefs were 98% male.
Why did Azzurri’s median gender pay gap
increase? Inclusive recruitment
7% The make up of our workforce has got younger, with We have and continue to actively review our recruitment
50% of our female employees under 23 years old practices to attract females to work back of house. With a
Increase in female whilst 35% of our male employees are under 23. This targeted focus on female orientated campaigns and driving
representation in impacts our gender pay gap as our front of house attraction through female representation in brand imagery,
the upper quartile. roles are paid age related pay, and we have more females can see that being a chef is a great job.
females (66%) working front of house. Kitchen Design
We have, however, seen an increase in female Sometimes our kitchens are not female friendly, possibly designed by
representation in all the reporting quartiles. a man! We have and continue to evaluate the working environment.
Even small changes are making the kitchens more inclusive.
Why did Azzurri’s mean gender pay gap Flexibility for all
decrease? We have in place Flexible Working policies, but we are not sure
The % female representation in our upper two that they are working as well as they could. We are reviewing
quartiles has increased by 7% & 6% respectively. these to ensure there are no barriers to progression and to
This shows us that females have filled our more senior identify any further actions we can take to encourage career
salaried roles, reducing the disparity in pay in higher development amongst our female employees.
paying roles. This is a positive move forwards.
7

## Page 8

Azzurri Group Gender Pay Gap Report 2022
Bringing this all together
• Our gender pay gap continues to be impacted by the make up of our workforce, with a larger % females in
our Front of House roles vs. a larger % males in our Back of House roles;
• It has been impacted by our teams becoming younger over the last 2 years; 67% 55%
• We have increased the number of female chefs and head chefs;
• 55% of our Assistant Managers are female however only 42% of our General Managers are female; Female Managers in our Central teams. Female Assistant Managers
• We have increased the number of females in leadership roles, with twice as many female managers as
males in our office teams;
What we are focused on
• We are continuing to focus on creating more inclusive kitchens, including reviewing kitchen layouts,
running recruitment campaigns to attract and encourage females to work back of house and providing
the necessary leadership skills to encourage females to progress;
• We are working closely with colleges, offering apprenticeships, industrial placements, work experience
and flexible contracts, showcasing how fulfilling a career as a chef can be for females;
• We are looking at how we can increase the number of female General Managers, making sure that there
are no barriers to progression and that our Flexible Working policy is fit for purpose;
• We are working closely on developing the leadership capabilities of our central team managers to
ensure they continue to progress and become our directors of the future;
This statement confirms that the published information is accurate.
Stephen Holmes
Chief Executive
March 2023
8