Performance & Reports

Chairman's Update 2017/18

By placing our residents at the heart of all decisions we have achieved great things in 2017/18, developing products and services that have the best possible impact across communities.

We are always seeking opportunities to improve our leisure offer, and this year has seen a large-scale redevelopment of Ashton Leisure Centre, managed in partnership with Wigan Council. The site now has new gym, cycle and studio spaces, as well as steam, sauna and 3G football facilities, providing residents with access to the latest equipment and virtual fitness programmes. These improvements can act as a template for the level of quality we strive for as we develop further locations in 2018/19, including Chase, Selby and Robin Park Leisure Centres.


As well as building first class facilities, we have utilised numerous stunning outdoor locations. In developing the facilities taking place on Scotman's Flash in Wigan, we have provided residents with access to a unique selection of fantastic experiences. We have seen a significant rise in school bookings, as well as visits from the general public and dedicated inclusivity sessions, meaning a broad scope of residents can feel the huge fitness and wellbeing benefits of activities including windsurfing, raft building and canoeing.

Meanwhile, Haigh Woodland Park continues to be a centrepiece of our offer within Wigan, attracting a record 400,000 visitors in 2017/18 thanks in part to the development of our events programme and the promotion of permanent features including Adventure Golf and High Ropes.

Last financial year, we proudly won the contract for the men's weight management programme commencing 2018/19 in Wigan. Lose Weight, Feel Great FOR MEN

represents a significant and exciting leap in our strategic approach to partner engagement. By working closely with Wigan Council, Wigan Warriors Community Foundation and Wigan Athletic Community Trust, and alongside stakeholders including Slimming World, Leigh Centurions and MAN v FAT, we have been able to craft a weight loss scheme that is geared at attracting a wider audience through a variety of offers, with the added benefit of being able to promote the services effectively across more channels. I look forward to sharing news of its progress in the year ahead, having launched with great media exposure and exceeded early targets on participation.

None of this progress would have been possible without the dedication of our employees, the committed leadership of our senior managers and the valued support of our trustees. I'd like to personally thank all individuals involved in shaping our vision and supporting residents to live happy and healthy lives. In particular I would like to thank Tony Bradshaw, one of our longest-serving Trustees who retired from the Board during the year.

 

Gareth Cross
Chair of Trustees

 

WLCT trading as Inspiring healthy lifestyles is required by law to publish an annual gender pay gap report.

This is the report for the snapshot date of 5 April 2018.

  • The mean gender pay gap for Ihl is 5.6%.
  • The median gender pay gap for Ihl is 0%.
  • The mean gender bonus gap for Ihl is *N/A.
  • The median gender bonus gap for Ihl is *N/A.
  • The proportion of male employees in Ihl receiving a bonus is *N/A and the proportion of female employees receiving a bonus is N/A.

*Bonus payments not made to employees

Pay Quartiles By Gender

Band     Males    Females    Description
A  41%  59% Includes all employees whose standard hourly rate places them at or below the lower quartile.
B  47%  53% Includes all employees whose standard hourly rate places them above the lower quartile at or below the median.
C  43%  57% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile.
 D  48%  52% Includes all employees whose standard hourly rate places them above the upper quartile

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

I confirm that WLCT’s gender pay gap calculations are accurate and meet the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

Dawn Heaton
Company Secretary