People
Diversity, Inclusion, Equality and Belonging
Regardless of their background, preferences, or beliefs, we work hard to ensure that all of our team members feel welcome and feel able to be themselves whilst working at Welcome Break.
The Welcome Break leadership team and board is strongly committed to continuing to promote diversity, inclusion, equality, and belonging across all areas of the business.
We recognise the value of diversity and take real pride in our diverse and inclusive teams. As with our customers, Welcome Break is for everyone.
Recruitment
In 2024, we updated our careers website to help us to attract diverse candidates and ensure that everybody feels included throughout the process of recruitment.
We work to reduce bias throughout every stage of recruitment and provide hiring managers with training to ensure that we are recruiting and making decisions in an inclusive way. From our senior leaders to our on-site teams, our recruitment decision-making aims to reflect the diverse communities that we are a part of.
Zero-Hour Contracts
We do not utilise zero-hour contracts amongst our team members. We release working rotas with sufficient notice, meaning that staff income is predictable and reliable. However, at the same time, we offer flexible working in order to suit our team members’ individual circumstances and needs, be it part-time hours, or seasonal work.
Gender Pay Gap Report
Since 2017, in line with government legislation, Welcome Break has been required to analyse its gender pay gap and report its results. We see this reporting as a vital step in addressing equality, equity, and pay transparency in the workplace.
Our business is comprised of a number of disciplines within the hospitality sector including hotels, forecourts, retail, catering units, and restaurants, alongside our Support Office, and we are incredibly proud of our diverse and inclusive culture.
We are pleased that between 2022 and 2023, our pay gap continued to close, which is testament to our commitment within our business to improve our position on gender diversity and equal pay. However, until we have zero pay gap and, additionally, zero bonus gap, we recognise that there is more work to be done. Gender equality remains a focus for our governing board and across our policies and organisational development.
Please note that whilst gender pay gap regulations mean we must identify our team members in the binary sense of men and women, we recognise that gender identity goes beyond binary definitions, and we fully support all of our team members who don’t necessarily identify with either category.
Building Awareness and Understanding
We recognise the value of education and awareness with regards to promoting diversity, inclusion, equality and belonging. Unconscious Bias, Bullying and Harassment training is mandatory for all of our team members. As part of their induction, every team member is required to complete e-learning modules in these areas, and there is opportunity to repeat the training should any team member wish to.
In addition to this, we have a robust grievance mechanism that allows Welcome Break team members to raise concerns or complaints about their workplace experiences. Strict confidentiality is maintained throughout this grievance process. Our whistleblowing policy also protects anyone wishing to come forward with a concern.
Celebrating Diversity and Inclusion
We embrace opportunities to celebrate the diversity of our team members. To do this, we hold annual seminars, events, and visibility campaigns coinciding with national and international events, such as Pride Month, Black History Month, International Women’s Day, and Neurodiversity Celebration Week. We support and encourage education and discussion across these and other topics to celebrate and care for all our team members.
Site Accessibility
We understand the importance of knowing the accessibility of our Service Areas before planning a stop with us.
38 of largest Welcome Break sites have been assessed by AccessAble, a charity that publishes accessibility guides of public spaces. The results of these assessments and detailed guides are published online and are linked below.