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.
|The Mean Gender Pay Gap||3.6%|
|The Median Gender Pay Gap||0%|
The results show a small mean gender pay gap in favour of men, and no median gender pay gap.
|The Mean Bonus Gender Pay Gap||5%|
|The Median Bonus Gender Pay Gap||86%|
The results show a small mean bonus gender pay gap and a large median Bonus gender pay gap in favour of men.
The figures are distorted due to the small pool of employees (18) analysed in this section, and the different and incomparable nature of two pay schemes that both qualify as bonus pay under the regulations.
Of the 18 employees analysed, 11 are women (of which 8 are part time), and 7 are men (of which 2 are part-time). Bonus pay as defined in the Gender Pay Gap Reporting regulations requires a “like for like” comparison of bonus pay between full time staff whose pay may be commission orientated, and part time staff whose pay is fixed but may benefit from a different kind of smaller incentive scheme. This requirement creates a “cliff edge” between the two types of bonus pay and has resulted in a large median bonus gender pay gap in favour of men. 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||7.2%
(7 of 97 male relevant employees)
|Proportion of Females receiving Bonus pay||4.3%
(11 of 253 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.
The proportions of males and females in each quartile band
The results show that there are significantly more females in each quartile, however the ratio between men and women is similar in each quartile.
In general, the cleaning industry workforce is historically largely female dominated. Under TUPE regulations, cleaning staff are transferred by law, maintaining pay rates, from one cleaning provider to another when a contract is transferred or awarded. The vast majority of our employees are cleaning operatives (94% of relevant staff at the snapshot date). Accordingly, under TUPE regulations the opportunity to address a gender pay gap should it arise is restricted.
The company prides itself as an equal opportunity employer. Pay awards, bonus pay 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.
I confirm that the information and data provided is accurate and in accordance with mandatory requirements.