Terms, Conditions & Policies
Modern Slavery Act 2015
This statement is made pursuant to section 54(1) of the Modern Slavery Act 2015 and constitutes our Group’s slavery and human trafficking statement for the financial year ending 30th June 2020.
Our structure, business and supply chains
Aspers UK Holdings Limited (“the Group” or Aspers”) is a leading UK casino operator, The Groups turnover in 2019/20 was in excess of £64m. During the same financial year, the Group had 1000 employees and approximately 1.4m customers visited our casinos..
The Group has four operating casinos:
- Aspers (Stratford City) Limited – This is a large 2005 Gambling Act casino operated within the Westfield Shopping centre in Stratford In East London
- Aspers (Northampton) Limited – This is a converted 1968 Gaming Act casino operating in the centre of Northampton
- Aspers (Milton Keynes) Limited – This is a large 2005 Gambling Act casino operated at the Xscape leisure complex in Milton Keynes
- Aspers (Newcastle) Limited – This is a converted 1968 Act casino located in The Gate leisure complex in the centre of Newcastle.
The Group’s supply chain is comprised primarily of gaming suppliers and food and beverage, sourced principally from the UK and Europe. Further information about the Group can be found on our website at www.aspersgroup.co.uk
Our position
The Group is fully supportive of the Modern Slavery Act 2015 and is committed to the prevention of modern slavery and human trafficking in all its forms and will not tolerate or condone the abuse of human rights within any part of its business or supply chains.
Our policies in relation to modern slavery and human trafficking
The Group is committed to business integrity, high ethical and moral standards and professionalism in all its activities. ‘Doing the right thing’ forms a central part of Aspers values. In line with these values. The Group has a zero-tolerance approach to slavery and human trafficking, which extends to all business dealings and transactions in which it is involved, regardless of location or sector. The Group remains committed to strengthening its practices in this area, both within its own business and across its supply chains.
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.
The Group expects high standards from all of its contractors, suppliers and other business partners, we expect our suppliers to have appropriate anti-slavery and human trafficking policies and processes and communicate to our key suppliers that we have zero tolerance in regard to these matters. The Group expects that its suppliers will hold their own suppliers accountable to the same high standards for example, as part of its ongoing effort to identify and mitigate risk Aspers has updated the standard procurement contract terms used by its UK businesses to seek to ensure suppliers and, in turn, their suppliers, will comply with all laws, regulations and codes relating to slavery and human trafficking.
The Group is committed to:
- Acting ethically and with integrity in all its business dealings and relationships.
- Ensuring effective systems and controls are in place to ensure modern slavery is not taking place anywhere in its own business or in any of its supply chains.
- Continue to ensure there is transparency in its own business and in its approach to tackling modern slavery throughout its supply chains.
- Committed to creating and maintaining a safe and healthy working environment for its employees, customers and the community.
Due diligence, specific risks and supplier adherence to Aspers' values
In 2016 Aspers established a Modern slavery working group with representatives from its HR, Compliance and Finance departments. The working group undertakes and internal risk assessment exercise on an annual basis with each division and with the central procurement function to evaluate the Group’s risks and identify best practices, around the prevention of slavery and human trafficking with its supply chains or any part of its business.
Information and training about slavery and human trafficking
To ensure an understanding of the risks of modern slavery and human trafficking in our supply chains and our business, we provide training to relevant employees who are involved in procurement and supplier management processes. All members or our senior management team have been briefed on the subject.
The Group have a comprehensive suite of employee policies which are relevant to our attempts to ensure that there is no modern slavery in any part of our workforce. Our relevant policies include:
- Recruitment Policy
- Equality and Diversity Policy
- Dignity at Work Policy
- Communication Policy
- Confidential Hotline Policy
- Disciplinary and Grievance Procedures
Board-level sign off of this statement
The Group recognises the importance of the provision of the Modern Slavery Act 2015 and the Directors aim to ensure that slavery and human trafficking have no part in the Group’s operations and supply chain. The Group has always been vigilant about employee welfare and aims to be transparent in its practices. The Board welcomes the opportunity to state its firm commitment to a zero-tolerance approach to modern slavery and human trafficking.
Signed:
Richard Noble, CEO
19 April 2021
Gender Pay Gap Report
Introduction
Aspers (Stratford City) Limited (Aspers Stratford) is part of Aspers UK Holding Limited (AUKH) and operates a Casino at Westfield Stratford City.
Aspers Stratford employs just under 500 people and is reporting on the gender pay gap as AUKH’s only site that falls under the reporting requirements of the Gender Pay Gap Information Regulations.
As part of AUKH, we are proud to be a socially responsible employer and are committed to equality of opportunity for all our employees, providing a safe and comfortable working environment.
This report provides information on the gender pay gaps at Aspers Stratford, looking at the causes for gaps and strategies that are used to narrow gaps.
Our basic data:
- Ratio of male/female employees: 60/40
- Total number of employees: 467
(Note: Tronc payments are excluded if they are outside company’s control.)
How we measure the pay gap
As an employer, we are looking at the gender pay gap and various aspects of the gap in keeping with the reporting requirements. We analyse the differences in the average pay between males and females, and the gender breakdown in the different roles employed by Aspers Stratford. The figures set out within the report have been calculated using the methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
In line with legal requirements, please see the following Gender Pay Gap analysis for Aspers Stratford:
The difference between the MEAN hourly rate of pay of male full-pay employees and that of female full-pay employees.
| Head Count | Sum of hourly rate | Standard Hourly Rate | Mean Gender Pay Gap | |
| Female | 189 | £2,139.86 | £11.32 | 4.39% |
| Male | 278 | £3,292.06 | £11.84 |
The difference between the MEDIAN hourly rate of pay of male full-pay employees and that of female full-pay employees.
| FTE | Median Row Number | Median Hourly Rate | Median Gender Pay Gap | |
| Female | 189 | 94 | £10.53 | 4.79% |
| Male | 278 | 139 | £11.06 |
The difference between the MEAN bonus pay paid to male employees and that paid to female employees.
| Bonus Total | FTE | Mean Bonus Payment | Mean Gender Bonus Pay Gap | |
| Female | £25,496 | 41 | £621.86 | 30.44% |
| Male | £68,841 | 77 | £894.04 |
The difference between the MEDIAN bonus pay paid to male employees and that paid to female employees.
| FTE | Median Row Number | Median Hourly Rate | Median Gender Bonus Pay Gap | |
| Female | 41 | 20 | £300.00 | 0.00% |
| Male | 77 | 38 | £300.00 |
The proportions of male and female employees who were paid bonus pay.
| FTE | FTE with Bonus payments | Percentage | |
| Female | 189 | 41 | 21.69% |
| Male | 278 | 77 | 27.70% |
The proportions of male and female full-pay employees in the lower, lower middle, upper middle and upper quartile pay bands.
| Male | Female | |
| Lower Quartile | 46% | 54% |
| Lower Middle Quartile | 54% | 46% |
| Upper Middle Quartile | 69% | 31% |
| Upper Quartile | 71% | 29% |
What's behind the pay gaps?
We actively look into the reasons for disparities in pay, and how we can close the gap. It’s important to remember that the data combines jobs where experience and seniority may be factors in pay levels.
We employ individuals in various roles; we have licensed gaming employees with a Personal Functional Licence, hospitality and valet employees, security employees, support roles, and management. We do identify a significant number of female employees in the low-skilled, lesser paid roles versus the specialised gaming roles that have the higher salary bands. Whilst this is reflective of the qualified applicants applying for the specialised gaming roles, we are committed to providing blended learning and development opportunities.
What we are doing to address the gender pay gap
We continue to be mindful of the gender pay gap and actively look at ways to address it through:
- Recruitment – We have seen the number of female personnel remain static in comparison to the male representation. We recruit through a broad range of avenues and continue to encourage that third-party service providers put forward more female candidates for middle and senior management roles. The core business roles of experienced croupiers are predominantly male within the industry and as a business we are committed to actively recruiting for trainee croupier schools with a focus on female role attraction.
- Flexible Working – As a 24/7 business (2019-2020) we offer a wide range of shift patterns and hours of work and will continue to promote this. The opportunity for flexible working options for those who may not want traditional working hours will continue to be promoted.
- Learning and Development – We are committed to providing blended and e-learning learning and development opportunities.
- Succession Planning – We shall continue to publicise success stories within the organisation so that we demonstrate equality, representing role models for all of our employees.
- Benefits – The statistics documented show that the bonus and pay programme introduced over the time period has been a success and the company is committed to ensuring objective ways that bonus/pay rewards may be awarded.
Statement:
I confirm that the information and the data provided in this report is accurate as of 5 April 2020, which is the ‘snapshot’ date.
Signed:
Director
Date of publication: 4 October 2021
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