OUR PEOPLE

Our "product" is the people we employ – we are friendly and approachable so meet the current senior team.

Dave Courteen

Co-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...

Co-Founder

I’m proud of the fact that we have grown this business from scratch, and still remain very much 'hands on' ...

Dan Fewings

Operations Director

I've been with Mosaic since 1992 and have worked my way up from being a...

Phil Rowe

Senior Club Manager

After completing a sports science degree and gaining industry experience fo...

Jonathan Smith

Regional Manager

I began working for Mosaic in 1999, and I progressed to my current position...

Miranda Courteen

HR Manager

I have been with Mosaic since 2014 and look after all aspects of HR, both f...

Kate Lawes

Membership Administration Manager

Having worked for the company since 2002, my responsibilities as Membership...

Beverley Eames

Finance Manager

As a qualified accountant, I bring nearly 30 years of experience to my role...

Clare Anderson

Senior Marketing and IT Manager

I joined the company as a Leisure Professional back in 1997, and I have bee...

Victoria Oliver

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 2022 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 4% and our mean gap (the difference between the average earnings of males and females) is 26%. 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. The mean pay gap does not take into account the extreme differences that the mid point range shows. For example by removing the Board Members and Shareholders, who are currently all male employees, the mean gap would be re stated as 6% showing a much closer link with the median, for employees.

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 56% and our median bonus gap is 76%. Female employees receiving bonus payments were 51% 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, 66% of employees within the upper pay quartile were female compared to 34% of men in the same quartile, with 69% and 81% of employees in the upper middle and lower middle pay quartiles being female, compared to 31% and 19% of men for the same quartiles. The lower pay quartile has 73% of females and 27% of men employed.

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.

Dave Courteen
CEO Mosaic Spa and Health Clubs Ltd