KICKING HORSE COFFEE CO. LTD.
Pay transparency report
Kicking Horse Coffee has a diverse workforce spanning a wide range of roles, working arrangements, experience levels and compensation structures. Our team includes approximately 65 hourly production and manufacturing employees, approximately 20 food and beverage employees, including seasonal positions, and approximately 55 salaried employees working across functions such as administration, Finance, Marketing, IT, People & Culture and leadership. Roles range from entry-level positions requiring little or no previous experience through to specialized professional and senior executive positions. Employees also work varying schedules, from casual and on-call arrangements to full-time permanent roles, with some positions experiencing greater overtime during peak periods.
These differences are important context when interpreting our pay transparency results. The report compares compensation across gender categories at an organization-wide level and does not adjust for factors such as position, job level, scope of responsibility, experience, employment status or hours worked during the year.
Bonus compensation also varies significantly by role and level. Salaried employees participate in a formal bonus program, with bonus opportunities generally ranging from 5% to 40% based on organizational level and seniority. In 2025, production-based and food and beverage hourly employees also received a bonus recognizing a particularly successful year, resulting in a common bonus payment of approximately $1,500. Larger individual bonus payments are generally associated with senior leadership positions.
As a result, differences between mean and median bonus pay should be considered together. A relatively small number of higher-value leadership bonuses can have a significant effect on the mean, while the median reflects the midpoint of employees who received bonus compensation. The difference between these measures reflects the varied nature of Kicking Horse Coffee's roles and bonus structures and provides useful context when reviewing the organization-wide results.
Kicking Horse Coffee is committed to thoughtful, equitable and market-informed compensation practices. In 2026, following the reporting period covered by this report, we completed a comprehensive compensation review using external market data and implemented a more formal compensation structure. This work considers both external market competitiveness and internal relativity, supported by a job evaluation matrix designed to provide greater consistency in how roles and compensation are evaluated across the organization.
Employer details
Employer:
KICKING HORSE COFFEE CO. LTD.
Address:
491 Arrow Road, Invermere BCV0A 1K0
Reporting Year:
2026
Time Period:
January 1, 2025 - December 31, 2025
NAICS Code:
31-33 - Manufacturing
Number of Employees:
50-299
Explanatory notes
1.
"Mean hourly pay gap" refers to the differences in pay between gender groups calculated by average pay. Hourly paydoes not include bonuses and overtime.
2.
"Median hourly pay gap" refers to the differences in pay between gender groups calculated by the mid range of payfor each group. Hourly pay does not include bonuses and overtime.
Hourly pay
Mean hourly pay gap
1
$1.00$0.92MenWomen
In this organization women's average hourly wagesare 8% less than men's. For every dollar men earn inaverage hourly wages, women earn 92 cents inaverage hourly wages. *
Median hourly pay gap
2
$1.00$0.98MenWomen
In this organization women's median hourly wagesare 2% less than men's. For every dollar men earn inmedian hourly wages, women earn 98 cents in medianhourly wages. *
Explanatory notes
3.
"Mean overtime pay" refers to overtime pay when averaged for each group.
4.
"Median overtime pay" refers to the middle point of overtime pay for each group.
5.
"Mean overtime paid hours" refers to the average number of hours of overtime worked for each group.
6.
"Median overtime paid hours" refers to the middle point of number of overtime hours worked for each group.
Overtime pay
Mean overtime pay
3
$1.00$1.19MenWomen
In this organization women's average overtime pay is19% more than men's. For every dollar men earn inaverage overtime pay, women earn $1.19 in averageovertime pay. *
Median overtime pay
4
$1.00$0.99MenWomen
In this organization women's median overtime pay is1% less than men's. For every dollar men earn inmedian overtime pay, women earn 99 cents in medianovertime pay. *
Mean overtime paid hours
5
Difference as compared to reference group (Men)
Women
3
In this organization the average number of overtimehours worked by women was 3 more than by men. *
Median overtime paid hours
6
Difference as compared to reference group (Men)
Women
0
In this organization the median number of overtimehours worked by women was 0 less than by men. *
Percentage of employees in each gender category receiving overtime pay
53%45%MenWomen
Explanatory notes
7.
"Mean bonus pay" refers to bonus pay when averaged for each group.
8.
"Median bonus pay" refers to the middle point of bonus pay for each group.
Bonus pay
Mean bonus pay
7
$1.00$0.78MenWomen
In this organization women's average bonus pay is22% less than men's. For every dollar men earn inaverage bonus pay, women earn 78 cents in averagebonus pay. *
Median bonus pay
8
$1.00$4.46MenWomen
In this organization women's median bonus pay is346% more than men's. For every dollar men earn inmedian bonus pay, women earn $4.46 in medianbonus pay. *
Percentage of employees in each gender category receiving bonus pay
70%73%MenWomen
Explanatory notes
9.
"Pay quartile" refers to the percentage of each gender within four equal sized groups based on their hourly pay.
*
In accordance with the Pay Transparency Act and reporting rules designed to protect the anonymity and privacy ofrespondents, one or more gender categories has been excluded due to insufficient numbers to meet disclosurerequirements.
Percentage of each gender in each pay quartile
9
Upper hourly pay quartile (highest paid) †
Men (50%)Women (50%)
Upper middle hourly pay quartile †
Men (41%)Women (59%)
Lower middle hourly pay quartile †
Men (44%)Women (56%)
Lowest hourly pay quartile (lowest paid) †
Men (43%)Women (57%)
MenWomen
In this organization, women occupy 50% of the highest paid jobs and 57% of the lowest paid jobs.
†
This pay quartile was reduced to suppress gender categories consisting of less than ten (10) employees.
Data constraints
Kicking Horse Coffee employs individuals across a wide range of employment arrangements, including permanent, seasonal, casual and on-call positions. Employees who worked for only part of the reporting period are included where applicable. As a result, total compensation, overtime and bonus amounts may reflect significant differences in length of employment and hours worked during the reporting period and should not necessarily be interpreted as comparisons between employees performing the same or similar work.
Gender information used for this report is based on employee self-identification recorded in Kicking Horse Coffee's HR records.
The report presents aggregated compensation outcomes by gender category. The reported measures do not control for differences in job type, level or seniority, employment status, hours worked, length of service during the reporting period, eligibility for different compensation programs, or other job-related factors that may influence individual compensation. As a result, the reported differences are useful indicators for further review but do not, on their own, identify the cause of a compensation difference.
A small group of approximately 20 food and beverage employees may also receive customer gratuities. Gratuities are not included in the compensation data used for this report. Accordingly, the reported compensation for these employees does not reflect all employment-related income they may have received during the reporting period.