Gender Pay Report 23-24

Bailey Caravans Ltd is a Bristol-based family-owned business with over seventy-five years’ experience in leisure vehicle design and manufacture.

Being family-owned is important to both Bailey and its Board of Directors. Our family values and ethos are central to the way we support and care for our employees every day. As One Community, we are committed to fostering an inclusive workplace where everyone is treated fairly and respectfully, regardless of gender, race, age, sexual orientation, ethnicity, or religious belief.

We believe that a diverse and inclusive environment encourages creativity, provides equal opportunities for development, and helps us attract and retain exceptional talent within our local area. We are proud of our long-serving colleagues, many of whom hold senior positions or contribute through highly skilled technical roles.

The proportion of full-pay men and women in each of the four quartile pay bands are as follows:

Our latest snapshot data shows ongoing, meaningful progress in closing the gender pay gap across our organisation. While the difference remains, both our mean and median hourly pay gaps have improved compared with previous years. The mean gap now stands at 6.9%, and the median gap at 10.1%, reflecting continued movement toward greater pay parity, as we strengthen our approach to reward, development, and representation.

Whilst we see in this snapshot a very small change in the total number of female employees, the reported 123 is nearly double the reported number in our 2019 snapshot data. Further demonstrating the positive strides the business has made over the last 6 years.

Our gender distribution across the four pay quartiles shows that women continue to be represented at all levels of the organisation. Although men currently represent a higher proportion of roles within the upper and upper-middle quartiles, we are encouraged by the presence of women across all pay bands, including 23.0% in the lower-middle quartile and 29.5% in the lower quartile.

These figures reflect the progress we have made in attracting more women into the business and highlight the opportunities for career development that support progression into higher-paid roles. As we further embed our initiatives around inclusion, development, and advancement, we expect representation to continue shifting positively over time.

We recognise that achieving full gender balance across all pay levels is an ongoing journey. However, this year’s data demonstrates clear, sustained improvement and reinforces the impact of our continued investment in inclusive recruitment, equitable reward practices, and long-term career development.

We remain committed to building on this progress and ensuring every colleague has the opportunity to grow, develop, and thrive within our organisation.

Since launching our new set of company values in 2022 called “What Makes Us Bailey” – the business is focused on embedding these values into our employees’ everyday lives and positively reinforcing behaviours that promote equality, inclusivity, and fairness. More information on our values can be found here.

We continue to support a long-term career path for all our employees and have invested heavily in our Operative Promotion Pathway Programme. This programme includes both a commitment as a business to maintain our status as a Living Wage Foundation Employer (a voluntary rate above the Government’s own Living Wage rate) and the creation of clear career pathways that encourages our employees to reach their full potential.

We have also reviewed our total compensation offering and introduced a range of benefits, from free sanitary wear through a partnership with TOTM, Free Fruit for all employees, discounted gym memberships, health care for all through our partnership with Medicash and opportunities for managers to reward individuals or teams through our internal Values Awards. All these benefits ensure that retain our position as employer of choice in the local area.

Bailey is committed to improving its gender pay equality further and therefore our ambition over the next year will be to focus on the following:

1. Continue to embed our grading structure across the business (for all departments), upholding a transparent recruitment practise with regard to salary bands, whilst also supporting our recruitment and retention practises
2. Continue to develop diversity and inclusion within the business through delivering on long-term strategic initiatives

Nick Howard

Managing Director, Bailey of Bristol, April 2026