Two's

Before Eve and Gordon Jackson became joint managers of the Commodore pub in Oulton Broad, Suffolk, they saw very little of each other. "We were both childcare officers in residential units and, because we were working opposite shifts, we didn't get to see each other very often," explains Eve Jackson. "So when an injury forced Gordon to take medical retirement, we decided it would be a nice idea to work together."

The couple took on the Scottish & Newcastle pub nearly two years ago and now say they would not dream of going back to their old way of life.

One key to the Jacksons' success as a working couple is their insistence on having a day off together each week. They also believe in treating other people as they would wish to be treated themselves - "that goes for our customers, staff and us," says Eve. "If we have a disagreement over the way something should be done, we work it out by discussing it. Generally, I run the catering side while Gordon does the drinks - and we're both equal."

An added benefit of living and working together is that they are never far away from their eight-year-old daughter, who has Down's syndrome. "It makes childcare and school holidays much easier," says Eve, adding: "I'm sure a single manager can do the job just as well as a couple, but it really suits us to work together."

Rod Smith, human resources manager for Scottish & Newcastle Retail, says that the company employs both couples and singles to manage its pubs. "We're open minded," he explains. "What matters is getting the right people." He adds that some pubs are probably better suited to couples, such as community pubs and those with a family appeal, while pubs appealing to young people may be better run by single managers, but there are no hard and fast rules.

Employing a couple rather than a single manager does have the potential for more difficulties, especially if their relationship breaks down or if one has to be sacked. Smith says that, where there is a marital split, the company always looks to see if the remaining partner could do the job on his or her own, or could work in another pub. "We don't turn our back on someone because their relationship has broken up," he says.

Joint managers

Scottish & Newcastle's policy is to employ couples as joint managers, rather than as a manager with a junior partner. Also, their contracts are co-terminus - meaning that if one were to be sacked, the other's contract could also be terminated.

By contrast, in most parts of Bass Taverns, single newcomers are preferred to couples. Alan Cox, human resources manager for Bass Taverns food and restaurants division, says: "We feel it gives a more professional image. It's all about managing the business rather than being there all the time, and putting in an organisational structure which reflects the professionalism of our business."

Cox adds that the Bass policy of employing single newcomers opens opportunities for a host of people, particularly single females. "Women can do particularly well in locations such as City and West End pubs," he says, and they are sometimes preferred for "difficult community houses" because they are better able to defuse situations without provoking further aggression.

Many existing Bass pubs are, of course, still run by couples and there are various ways in which they are employed. For example, one partner may be the manager, with the other working hours as required behind the bar or in the kitchen. Alternatively, they may be part- or full-time salaried partners with co-terminus contracts. However, for new appointments, Bass prefers couples to work apart, although they can share accommodation.

The Bass policy of employing singles in new positions has also made matters more straightforward in its gay pubs - one London district has 12. Whatever their sex, Cox notes that having a couple working in the same pub raises the potential for problems if the manager has to discipline his or her partner. But with many couples still employed in the Bass estate, especially in traditional community pubs, there will not be an overnight transition to management by singles.

At Allied Domecq Inns, human resources director Ray Barnes says that the company has no preference for singles or couples running its 1,100 managed houses. "People are selected purely on talent," he says. "The company operates a very stringent selection policy involving a structured interview process and a Gallup SRI aptitude test.

"Once people have got through this selection procedure, we endeavour to make sure the manager or management couple meet the requirements of each specific pub. It's definitely a case of horses for courses."

The same approach is adopted by the Greenalls Group. "We employ the best person or couple for the job," says John Melia, retail training controller. "Historically, we have appointed more couples, but out of necessity that is now changing - the industry is quite different now from what it was 10 years ago. The public is not quite as reactionary as it used to be and going into a pub and seeing Mr and Mrs is not as essential. In many cases, people go in for an experience which can be delivered just as well by a single manager as by a couple."

Melia says that Greenalls' approach of employing singles as well as couples to manage its pubs has evolved gradually. Similarly, the company has gradually employed more single assistant managers.

From the company's viewpoint, having more single assistant managers has provided more people who can be promoted within the company, which Melia points out is a very cost-effective way of recruiting managers. He adds: "Developing a career path for single people is a fundamental change within the industry and it has made us more attractive as an employer. But although people in the industry know there's a career path for them, we still need to broadcast the message more to students."

Career progression is also emphasised by S&N's Smith, but he points out that it can apply to both couples and singles. "Maybe a few years ago pub managers would have stayed in pub management," he says, "but it's a much more rounded job now. It's not just about pulling a good pint and throwing a good dart. It's more about running a small business."

As a result, he says that pub managers can progress to other jobs within the company and that such progress is not restricted to singles. For example, one husband and wife have been promoted to jobs in training and field catering support. One of another couple has also gone into training while the spouse is now working outside the industry.

"Couples don't have to feel they're in handcuffs," he says.