Gender pay gap reporting highlights the differences in average pay between men and women. Calculations have been made in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and ACAS Guidance – Managing Gender Pay Reporting (December 2017). Differences are expressed as a percentage of men’s earnings.
GENDER PAY GAP
| The Mean Gender Pay Gap | 2.3% |
|---|---|
| The Median Gender Pay Gap | 0% |
The results show a very small 2.3% mean gender pay gap in favour of men, and no median gender pay gap.
BONUS PAY GAP (category includes bonus & commission)
| The Mean Bonus Gender Pay Gap | -69.2% |
|---|---|
| The Median Bonus Gender Pay Gap | 62.6% |
The results show a mean bonus gender pay gap in favour of women and a median Bonus gender pay gap in favour of men.
The calculations are based on 9 women (5 part time), and 7 men (1 part-time). Bonus pay as defined in the Gender Pay Gap Reporting regulations requires a like for like comparison between full time staff whose pay may be commission orientated, and part time staff who may receive a small one off incentive payment both of which qualifies as “bonus pay”. The figures are further distorted by one position vacated by a female and occupied by a male. This has caused a significant variation due to the small pool of employees (16) analysed in this section. The result is therefore more a reflection of the calculation criteria, rather than a genuine gender pay gap concern.
| Proportion of Males receiving Bonus pay | 7.1% (7 of 99 male relevant employees) |
|---|---|
| Proportion of Females receiving Bonus pay | 3.3% (9 of 270 relevant female employees) |
The proportion of males receiving bonus pay is slightly higher than the proportion of females receiving bonus pay due to the significantly higher number of women employed overall, and small pool of employees included in this calculation.
QUARTILES
| Male | Female | |
|---|---|---|
| Lower | 26.5% | 73.5% |
| Lower Middle | 26.5% | 73.5% |
| Upper Middle | 26.5% | 73.5% |
| Upper | 32.5% | 67.5% |
The results show that there are significantly more females, and a similar split of males and females in each quartile.
ADDITIONAL INFORMATION
The general workforce of the cleaning industry is historically largely female dominated and subject to TUPE regulations (transfer of undertakings). Under TUPE cleaning staff are transferred by law, maintaining pay rates and hours, from one cleaning provider to another when a contract is transferred or awarded. The vast majority of our employees are cleaning operatives (96% of relevant staff at the snapshot date). Accordingly, under TUPE regulations there is restricted opportunity to address a gender pay gap should it arise in this section of our work force.
The company prides itself as an equal opportunities employer. Pay awards and advancement within the company is not dependent on gender. The company does not operate a policy of either positive or negative discrimination for any position or for any reason, including race, religion, ethnic origin or gender.
STATEMENT
I confirm that the information and data provided is accurate and in accordance with mandatory requirements.
John Williams
Director