The Zen Master Group Gender Pay Gap Report for 2025 (Nov 2025)
1. Statutory Disclosures
We are committed to the principle of equal pay for all our employees. We operate a transparent pay structure where all staff at the same level are paid the exact same hourly rate, regardless of gender.
As a result of this standardized pay structure, we are pleased to report a gender pay gap of zero.
| Metric | Result |
| Mean Hourly Pay Gap | 0.0% |
| Median Hourly Pay Gap | 0.0% |
2. Understanding Our Data
While our hourly pay gap is 0%, an analysis of total take-home pay may show variations. It is important to understand the context of our business model:
Zero-Hour Contracts & Flexibility
All of our service-level workforce (waiting staff, bartenders) operate on zero-hour contracts. This allows our team members to pick and choose their hours based on their personal availability, seasonal demand, and lifestyle choices (e.g., studies or holidays). Any variance in gross monthly pay is strictly a result of the number of hours an employee chose to work in that specific period, not a difference in their hourly rate.
Workforce Demographics
Our service-level roles (waiting and bartending) currently attract a higher proportion of male applicants. Conversely, our management structure demonstrates a strong female presence. Unlike national trends where senior roles are often male-dominated, our management team consists of more women than men.
3. Commitment to Internal Progression
We pride ourselves on offering genuine career progression. We do not simply hire managers from outside; we build them.
- Internal Promotion: Our strategy focuses on identifying talent within our waiting and service teams and training them for leadership.
- The Statistics: Out of our current team of 40 managers, only 9 were hired directly into a management role. The remaining 25 started with us as waiting or bar staff and were promoted from within.
This creates a fair and accessible pathway for all employees—male or female—to progress from entry-level hourly rates to management salaries.
4. Declaration
I confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Alok Shinde
Director