Go Karting for Fun Limited (trading as TeamSport Indoor Karting)
Introduction
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Go Karting for Fun Limited is required to publish information on the gender pay gap across the organisation.
This report outlines our gender pay gap data as at April 2025, explains the factors influencing our results, and sets out the actions we are taking to continue improving gender balance across TeamSport.
It is important to note that gender pay gap reporting measures the difference in average earnings between men and women across the whole organisation. It does not compare pay for individuals performing the same or similar roles. TeamSport remains committed to equal pay for equal work.
Our Workforce
As of 1 April 2025, TeamSport UK employs 1,186 crew members, serving over 1.7 million guests across 37 tracks.
This represents continued growth of the business, with an increase of 62 crew members since April 2024.
Our overall gender split remains consistent year-on-year at:
· 65% male
· 35% female
This reflects the operational nature of our industry, which remains traditionally male-dominated, particularly within technical and track-based roles.
Encouragingly, we continue to see positive movement in female representation within leadership and higher-paid roles, particularly across our upper pay quartiles and Executive population.
Our Pay and Inclusion Commitments
TeamSport operates a transparent and structured approach to pay, ensuring that all crew members receive equal pay for equal work, regardless of gender.
Pay decisions are based on role, responsibility, performance, and experience.
We remain committed to:
· Promoting internal development and progression, with a target of filling 70% of management roles internally
· Removing barriers to progression for under-represented groups
· Ensuring fair and consistent access to training, promotion, and reward
· Building a sustainable and diverse talent pipeline across all levels of the organisation
Gender Pay Gap Results – April 2025
Mean Gender Pay Gap
The mean gender pay gap has increased slightly from 6% in 2024 to 8.2% in 2025.
This movement is primarily driven by workforce composition rather than unequal pay practices.
TeamSport continues to invest in early-career roles, apprenticeships, and entry-level pathways, many of which are occupied by female crew members. These roles, while critical to long-term progression and representation, sit at lower pay points and therefore impact the overall mean.
This trend remains consistent year-on-year, with:
· 9% of female crew on apprentice rates (under 20s)
· 6.6% of male crew on these lower rates
In addition, within our Support Office, where average salaries are higher due to the professional nature of roles, there remains a gender imbalance, with more males than female crew. This continues to influence the overall mean gap.
Despite this, our mean gap of 8.2% remains favourable when compared to the wider UK labour market, where the gender pay gap remains significantly higher across both national and hospitality sector benchmarks (latest available data).
Bonus Pay Gap
The mean bonus pay gap has reduced significantly, from 72% in 2024 to 51% in 2025.
This represents a material year-on-year improvement and reflects increased gender balance within roles that attract higher bonus opportunities, particularly across management and senior leadership populations.
This improvement is closely linked to changes in Executive team composition. Before 2024, the Executive population comprised seven males and one female. By 2025, female representation has increased to three Executive leaders, contributing to a more balanced distribution of higher-value bonuses.
The remaining gap is largely driven by the concentration of bonus-eligible roles within senior leadership and Support Office functions, where there remains a 29% lower representation of female crew compared to male colleagues.
When excluding Heads of Department, the mean bonus pay gap reduces further to 43%, highlighting the significant influence of senior leadership composition on overall outcomes.
While a gap remains, the reduction demonstrates that our focus on progressing female talent into senior and commercially influential roles is delivering measurable results.
Pay Quartiles
A key area of progress in 2025 is the movement within our upper pay quartiles.
Female representation in the upper quartiles (Q1 and Q2) has increased from 32% in 2024 to 41% in 2025, exceeding the overall company female representation of 35%.
This is a strong indicator that women are increasingly represented in higher-paid and more senior positions within TeamSport.
We see this as a meaningful and sustainable improvement, which will continue to positively influence both pay and bonus gaps over time.
Key Actions and Ongoing Focus
Developing Female Talent
· Continued investment in apprenticeships and early-career pathways to build a sustainable female talent pipeline
· Targeted development and progression of women into supervisory, management, and senior roles
Leadership Representation
· Ongoing focus on improving gender balance at senior and Executive levels
· Strengthening succession planning to support long-term female leadership progression
Policies and Workplace Support
· Continued review of family-friendly, menopause, and wellbeing policies
· Ensuring benefits and support mechanisms meet the needs of a diverse workforce
Conclusion
While the mean gender pay gap has increased slightly in 2025, this must be viewed in the context
of strong and meaningful progress elsewhere across the organisation.
Notably, we have seen:
· A significant reduction in the bonus pay gap
· A substantial increase in female representation within senior and higher-paid roles
· Improved gender balance at Executive level
These outcomes reflect a business that is focused on long-term, sustainable change, developing female talent, strengthening leadership diversity, and creating clear pathways for progression.
We remain committed to building a diverse, inclusive, and fair workplace, and are confident that our continued focus on development, progression, and representation will further reduce the gender pay gap in the years ahead.