Privacy

PRIVACY

This Privacy Policy covers “motherclucker.co.uk”, “MC” and any other services which require you to provide use with your personal information.

PERSONAL DATA

Who should you contact?
We take your privacy seriously. Our Data Protection Manager looks after data protection and would be happy to answer any of your questions about this privacy notice and how Mother Clucker uses your data. They can be contacted directly at:

Famously Proper Ltd Limited, 33-35 Wellington Street, London WC2E 7BN

COOKIES AND IP ADDRESSES

We use cookies, which are small text files that are placed on your computer when you visit. We do this to make our website work more efficiently and to promote our news, products and services on social media. For more information, read our Cookie Notice.

We use a third party service to help maintain the security and performance of our website. To deliver this service it processes the IP addresses (a number assigned to each of your devices connected to the internet by your broadband provider) of visitors to the Mother Clucker website.

We collect and process the following personal data for the provision of the above products, services and communications:

We endeavor to keep this information accurate and up to date, and not keep it longer than is necessary. Information processed for marketing communications is only kept for as long as you provide consent.

DISCLOSURE OF PERSONAL DATA TO 3RD PARTIES

We may pass on your personal data to service providers contracted to Famously Proper Ltd in the course of dealing with you. They act as a data processor on our behalf and are obliged under contract to keep your details securely, and only use them to fulfil the services they provide on our behalf. When they no longer need your data to fulfil this service, they dispose of the details in line with Mother Clucker’s procedures.

If we buy or sell any business or assets in which case we may disclose your Information to the seller or buyer of such business or assets

We will not pass on your personal data to any other third parties without your consent unless the law requires us to do so.

YOUR RIGHTS AS A DATA SUBJECT

At any point while we are in possession of or processing your personal data, you the data subject, have the following rights:

• Right of access – you have the right to request a copy of the information that we hold about you.

You can do that by visiting brand@famouslyproper.co.uk to contact us or by writing to Data Protection Manager, Famously Proper Ltd Limited, 33-35 Wellington Street, London WC2E 7BN. If we do hold information about you, we will:

• give you a description of it; • tell you why we are holding it • tell you who it could be disclosed to; and • let you have a copy of the information in an intelligible form.

Please note that you will need to provide proof of identity – passport, driving licence or birth certificate.

• Right of rectification – you have a right to correct data that we hold about you that is inaccurate or incomplete.

• Right to be forgotten – in certain circumstances you can ask for the data we hold about you to be erased from our records.

• Right to restriction of processing – where certain conditions apply to have a right to restrict the processing.

• Right of portability – you may have the right to have the data we hold about you transferred to another organisation.

• Right to object – you have the right to object to certain types of processing such as direct marketing.

• Right to object to automated processing, including profiling – you also have the right to be subject to the legal effects of automated processing or profiling.

• Right to judicial review: in the event that we refuses your request under rights of access, we will provide you with a reason as to why. You have the right to complain as outlined below.

Complaints We take the processing of your personal data very seriously and are here to help with any concerns you may have. Please do contact our Data Protection Manager, Famously Proper Limited, 33-35 Wellington Street, London WC2E 7BN.

If you are still not happy with how your personal data is being processed by Byron or how your complaint has been handled, you also have the right to lodge a complaint directly with the Information Commissioners Office at https://ico.org.uk/concerns/

COOKIES

What is a cookie?
Cookies are small text files placed on your computer by the websites you visit. They are widely used in order to make websites work, or work more efficiently, as well as to provide information to the owners of the website.

How do I change my cookie settings?
Most web browsers allow some control of most cookies through the browser settings. To find out more about cookies, including how to see what cookies have been set and how to manage and delete them, visit www.aboutcookies.org or www.allaboutcookies.org.

If you use the Chrome browser and wish to opt out of being tracked by Google Analytics across all websites visit http://tools.google.com/dlpage/gaoptout.

Contact us for more information
If you have any questions about how our website uses cookies, please contact us at Brand@famouslyproper.co.uk and one of our team will get back to you.

Please note that if we feature third party advertisements on our Website our advertisers may also use cookies, over which we have no control.

GENDER PAY GAP REPORTING STATEMENT 2018

Foreword In this report, we set out our gender pay gap information; analysis of the pay gap and outline our plans for achieving a greater balance. We welcome Gender Pay Gap reporting as an important opportunity to continue to promote transparency and equality of opportunity for women in work. We have a mean gender pay gap of 3.1% favouring males, and a median gender pay gap of 4.7%. This is a narrower gap when compared to the median figures with the Office of National statistics figure (17.9% for all employees inclusive of part-time workers).

We are confident that men and women performing the same roles are paid equally across our organisation because we use salary bands to enable us to manage fair pay.

Pay and bonus gap data and analysis
Mean gap % Median gap % Hourly pay 3.1 4.7 Bonus pay -113.09 -527.73

Proportions receiving bonus %

Male 48.8

Female 66.42

Our back-of-house (“BOH”) teams (chefs and kitchen staff) are male dominated and these jobs have a higher hourly rate, compared to the jobs in our front-of house teams (“FOH”). Most of our female population work FOH or within our Central team. This distribution of men and women across our workforce affects our pay and bonus gap.

Our mean pay gap has improved from 11% in 2017 to 3.1% in 2018. In general, this is because we now broadly employ equal levels of males and females in our FOH and central teams. However, in 2018 a higher number of females moved into senior roles in the Central team.

The median has marginally increased from 4% in 2017 to 4.7% in 2018.

Our mean bonus gap currently stands at -113.09% favouring females; with our median bonus gap also favouring females at -527.73%. This is broadly consistent with 2017 data analysis. The bonus data is distorted due to a high proportion of our chefs, who are mainly males receiving only nominal quarterly bonuses resulting in more men qualifying for bonuses at a lower value.

A significant proportion of female employees receiving a bonus are in management roles and therefore receive a higher bonus.

Quartiles: proportion of different genders Quartiles Band % Male % Female Lower 56.2 43.8 Lower Middle 62.0 38.0 Upper Middle 70.2 29.8 Upper 64.8 35.2

We have seen an increase in the percentage of females employed at the lower middle and upper quartiles. This has been positively impacted by upper middle female managers being promoted to the upper quartile, including the Central team, as noted above.

Conclusion: Whilst we have made progress in closing the gender pay gap overall, our business is in a transformation programme and we are aware that there has been a fall in senior females in the business which will affect our 2019 report.

We will continue to encourage the development and recruitment of females in senior positions within our business and for them to pursue careers in the BOH environment. In demonstration of this we have recently recruited a female Food Director and have promoted a female Head Chef to BOH Training Manager to oversee BOH development and innovation.