Gender Pay & Modern Slavery

This statement is made pursuant to Section 54 of the Modern Slavery Act 2015 and sets out Convene and etc.venues’ actions to understand all potential modern slavery risks related to its business and to put in place steps that are aimed at ensuring that there is no slavery or human trafficking in its own business and its supply chains.

This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, agency workers, contractors, consultants, third-party representatives and business partners.

Convene and etc. venues are operators of non-residential training, conference, meeting and event venues in the UK. We currently operate in London and Manchester in the UK. We consider our operations and supply chain to be at a low risk level for modern slavery. However, as part of the hospitality industry we recognise that we have a responsibility to take a robust approach to slavery and human trafficking and we continue to take our responsibility very seriously.

Our Modern Slavery policy (publicly available on the company website and available to employees on the company intranet) is one of zero tolerance to modern slavery and human trafficking and we are committed to acting ethically and with integrity in all our business dealings and relationships and implementing and enforcing appropriate systems and controls to seek to ensure that modern slavery is not taking place anywhere in our business or supply chain. 

This annual review ensures our suppliers are compliant or working towards compliance with the requirements of the Act as they apply in relation to the size of each suppliers’ business. We continue to work with our suppliers to achieve 100% compliance in our supply chain and support our suppliers to become compliant. We will continually review our existing procedures and supply chain for compliance. This will determine associated risk, detection and prevention of modern-day slavery and human trafficking within our supply chain for products and services.

If a supplier is found to be demonstrating unacceptable practices they will be investigated and provided with guidance regarding immediate required improvements. If no improvement is implemented or they indicate an unwillingness to cease unacceptable practices they will be reported to the appropriate authorities and ultimately trading with this supplier would cease.

Onboarding and auditing process

We have zero tolerance in relation to all our employees regarding slavery and human trafficking which also applies to our dealings with staff agency companies. Convene and Etc.venues have strict HR policies and procedures which support the Act to protect against modern slavery and human trafficking. These include carrying out pre-employment face to face interviews and checks of identification and right to work documentation. Reference checks are required for all new employees and it is also essential that all employees can speak and understand the English language so we can be confident that our team will understand our policies and procedures, internal communications and will be able to ask for help should they require it. We also carry out regular audits of right to work and payroll information.

This statement was approved on 25th March 2025 by our Executive Team, who review and update it annually.

Snapshot Date: 05/04/2024

Summary of Gender Pay Gap Results

Our 2024 gender pay gap analysis shows that, on average, women at Convene and etc.venues earn more than men. This reflects the distribution of roles across the business rather than unequal pay for equal work.

Ordinary Pay

• Women’s average (mean) hourly pay is 21.7% higher than men.
• The median woman’s hourly pay is 19.1% higher than the median man.

Bonus Pay

• Women receive 8.7% higher average bonuses than men.
• The median woman’s bonus is 22.0% higher than the median man

Bonus Eligibility

• 47.7% of women received a bonus during the reporting year
• 36.1% of men received a bonus

Pay Quartile Distribution

Pay quartiles show how employees are distributed across four equal pay bands, from the lowest to highest-paid roles:

• Lower quartile: 34.9% women, 65.1% men
• Lower middle quartile: 32.1% women, 67.9% men
• Upper middle quartile: 47.7% women, 52.3% men
• Upper quartile: 44.0% women, 56.0% men

Employee headcount range: 250-499