Gender Pay Gap Report - Gleeds
Gender PayGap Report2019Gleeds / Gender Pay Gap Report 2019
At Gleeds, our focus is to create an environment where leaders of the future thrive. We work hardto support our people, at every level of their development journey, and achieving gender balanceis at the heart of our efforts.For me, diversity of skills, experience and characteristics are vital to the creation of an adaptable,happy workforce. As part of our diversity and inclusion agenda, my remit is to implement Gleeds’Gender Pay Gap Action Plan to improve representation of women at all levels. We have madesome significant steps over the past twelve months as an inclusive, supportive place to work andyou can find some examples of these on page 10.As this report highlights however, there is much more that we need to be doing, both as anorganisation and as an industry to help close the gender pay gap. We have been reviewing ourrecruitment process to mitigate unconscious bias and are continuously enhancing our careerdevelopment pathways, ensuring fair routes to promotion.Our commitment is to consistently build on initiatives that attract a more diverse workforce intothe construction industry and whilst we appreciate that it will take a number of years for thechanges to infiltrate across all quartiles, the steps we are taking now already show meaningfulprogress and will positively impact on our 2020 figures.My hope is that by raising awareness and improving the support networks available to all womenat Gleeds, we will achieve balanced representation of women at all levels, from those choosingto enter the construction industry through to experienced, aspirational female leaders.Above all, we want to provide every single person that works for Gleeds with a rewarding career.The information published in this report is accurate and meets the Equality Act 2010 (Gender PayGap Information) Regulations 2017.Louise EllisChief People OfficerGleeds / Gender Pay Gap Report 2019
What is the gender pay gap?The gender pay gap is the difference in average femaleearnings compared to average male earnings.This contrasts from equal pay, which relates to the difference inearnings between men and women who complete the same job,at the same level.Gleeds’ gender pay gap is higher than the national average forall employees of 17.3%.1This is down to the lower number offemales within our business and significantly higher proportionof men in senior roles.At present women represent 28% of our workforce, a smallincrease on last year’s figures, with men at 72%. Of the 247women employed within Gleeds’ UK business, 21% havecontractually agreed flexible working arrangements – suchas part time hours – in comparison to 4% of men. The higherproportion of women employed on a part-time basis furtherimpacts gender pay and bonus gaps.Whilst we are confident that men and women are remuneratedequally for equivalent work, our priority is to help increase thenumber of women in senior roles at Gleeds. We also continueto invest more time in encouraging women into theconstruction industry.1ONS Gender Pay Gap figures, October 2019Gleeds / Gender Pay Gap Report 2019Reporting requirementsFrom 4th April 2018, all organisations employing over 250people are required to publish an annual report on theirgender pay gap.Within the Gleeds group of companies there are a number ofbusiness entities. Gleeds Employment Services (Bristol) andGleeds Employment Services (Nottingham) are required topublish data under the regulations. We have also publishedfigures for our UK business, which provides a full picture of ournational position.
Gleeds figures 2019PAY GAPThis table shows the mean and median pay gap between men and women, based on hourly rates of pay and presented relative to men’searnings. The median gender pay gap differs from the mean as it shows the mid-point of data, rather than the average.Gleeds UKGleeds Employment Services (Bristol)Gleeds Employment Services (Nottingham)Mean gender pay gap27.4% lower27.0% lower33.1% lowerMedian gender pay gap39.0% lower36.1% lower46.0% lowerBONUS GAPThis table shows the mean and median bonus gap between men and women, presented relative to men’s earnings.Our bonus gap is driven by the fact more men occupy senior positions, which in turn attract higher bonuses.Gleeds UKGleeds Employment Services (Bristol)Gleeds Employment Services (Nottingham)Mean gender bonus gap56.3% lower72.6% lower53.6% lowerMedian gender bonus gap75.0.% lower82.3% lower60.0% rtion receiving bonusesGleeds / Gender Pay Gap Report 2019
Gleeds figures 2019PAY QUARTILESPay quartiles are a way of showing the distribution of pay amongst men and women across four remuneration bands.The first quartile reflects the highest 25% of earners, whilst quartile four reflects the lowest 25% of earners.Quartile 1Quartile 2Quartile 3Quartile 4GLEEDS UKM 88%F 12%M 79%F 21%M 66%F 34%M 57%F 43%GLEEDS EMPLOYMENTSERVICES (BRISTOL)M 90%F 10%M 85%F 15%M 66%F 34%M 67%F 33%GLEEDS EMPLOYMENTSERVICES (NOTTINGHAM)M 89%F 11%M 86%F 14%M 76%F 24%M 51%F 49%Gleeds / Gender Pay Gap Report 2019
Gleeds figures 2018PAY GAPThis table shows the mean and median pay gap between men and women, based on hourly rates of pay and presented relative to men’searnings. The median gender pay gap differs from the mean as it shows the mid-point of data, rather than the average.Gleeds UKGleeds Employment Services (Bristol)Gleeds Employment Services (Nottingham)Mean gender pay gap34.8% lower33.7% lower38.6% lowerMedian gender pay gap41.8% lower43.9% lower44.8% lowerBONUS GAPThis table shows the mean and median bonus gap between men and women, presented relative to men’s earnings.Our bonus gap is driven by the fact more men occupy senior positions, which in turn attract higher bonuses.Gleeds UKGleeds Employment Services (Bristol)Gleeds Employment Services (Nottingham)Mean gender bonus gap70.2% lower77.9% lower49.6% lowerMedian gender bonus gap69.3% lower83.4% lower66.7% ion receiving bonusesGleeds / Gender Pay Gap Report 2019
Gleeds figures 2018PAY QUARTILESPay quartiles are a way of showing the distribution of pay amongst men and women across four remuneration bands. The first quartilereflects the highest 25% of earners, whilst quartile four reflects the lowest 25% of earners.Quartile 1Quartile 2Quartile 3Quartile 4GLEEDS UKM 90%F 10%M 84%F 16%M 67%F 33%M 54%F 46%GLEEDS EMPLOYMENTSERVICES (BRISTOL)M 91%F 9%M 90%F 10%M 71%F 29%M 61%F 39%GLEEDS EMPLOYMENTSERVICES (NOTTINGHAM)M 93%F 7%M 88%F 12%M 72%F 28%M 49%F 51%Gleeds / Gender Pay Gap Report 2019
Gleeds figures 2017PAY GAPThis table shows the mean and median pay gap between men and women, based on hourly rates of pay and presented relative to men’searnings. The median gender pay gap differs from the mean as it shows the mid-point of data, rather than the average.Gleeds UKGleeds Employment Services (Bristol)Gleeds Employment Services (Nottingham)Mean gender pay gap36.7% lower39.1% lower39.8% lowerMedian gender pay gap42.4% lower45.5% lower49.1% lowerBONUS GAPThis table shows the mean and median bonus gap between men and women, presented relative to men’s earnings.Our bonus gap is driven by the fact more men occupy senior positions, which in turn attract higher bonuses.Gleeds UKGleeds Employment Services (Bristol)Gleeds Employment Services (Nottingham)Mean gender bonus gap56.6% lower22.8% lower78.6% lowerMedian gender bonus gap58.3% lower14.8% lower92.6% rtion receiving bonusesGleeds / Gender Pay Gap Report 2019
Gleeds figures 2017PAY QUARTILESPay quartiles are a way of showing the distribution of pay amongst men and women across four remuneration bands. The first quartilereflects the highest 25% of earners, whilst quartile four reflects the lowest 25% of earners.Quartile 1Quartile 2Quartile 3Quartile 4GLEEDS UKM 92%F 8%M 84%F 16%M 70%F 30%M 51%F 49%GLEEDS EMPLOYMENTSERVICES (BRISTOL)M 89%F 11%M 91%F 9%M 77%F 23%M 52%F 48%GLEEDS EMPLOYMENTSERVICES (NOTTINGHAM)M 96%F 4%M 86%F 14%M 78%F 22%M 47%F 53%Gleeds / Gender Pay Gap Report 2019
Building for the future: Our journeyConstruction has traditionally attracted more men than women. In recent years, the industry has made steps to improve the appeal ofconstruction amongst women and other minority groups.As industry statistics show, there is still much more work for us to do. Our Gleeds Gender Pay Gap Action Plan paves the way for betterrepresentation of genders at all levels of our business, and our steps forward to date include IMPROVING SUPPORT FOR EXISTING EMPLOYEES IN 2019Flexible working:We launched a ‘core hours’ workingpolicy to better support colleagues’work/life balance, regardless of reason.Diversity & Inclusion Steering Group:We established a group comprisinga cross-section of individuals acrossthe business to drive forward betterinclusivity, a core focus being femalerepresentation at Gleeds.Business development mentoring programme:We piloted a programme matching seniorexecutives with rising female talent from acrossthe business, specifically with the aim ofincreasing business development.Employee training:Training for all staff on unconsciousbias was made available, withan additional focus on thoseresponsible for recruitmentdecisions and leading teams. PROFILING THE CONSTRUCTION INDUSTRY TO WOMENRaising the profile of careers in construction:Introducing the construction sector to school and universitystudents, through recruitment fairs, talks and workshops.Improving representation at industry events:Identifying participation in speaker panels andnetworking groups.Supporting industry-wide campaigns:Led by professional institutions and industry bodies. CLOSER MEASURING & MONITORING OF THE GAPIncreasing direct recruitment:Adopting greater in-house control over the advertisingprocess, ensuring that vacancies reach as diverse apopulation as possible.Gleeds / Gender Pay Gap Report 2019Recruitment partner review:Working with recruitment partners to assess theircandidate identification process and secure balancedcandidate shortlists.Upgrades to HR management system:Continuously improving tools to monitor and manageour ability to segment and monitor employee data.In-depth analysis will help us identify short and longterm change opportunities.
Building for the future: Our commitmentGleeds is committed to creating an equal and flexible working environment, which enables people to be at their best.Our priority is to empower both male and female employees in progressing the career path of their choice.To support the narrowing and eventual elimination of the gender pay gap, Gleeds commits to:Reducing the mean gender pay gapto 20% by release of 2023 figures.Achieving a 50% female intake toour graduate recruitment programmefrom non-cognate university coursesby Q2 2021.Gleeds / Gender Pay Gap Report 2019Ensuring a 100% blindCVs review process by Q3 2020.Launching a Return to Work schemeby 2021, supporting women re-enteringtheir career after having childrenor taking a career-break.Building on our BusinessDevelopment Mentoring Programmeby 2021, increasing mentor / menteeopportunities for women at all levels.
Gleeds Gender Pay Gap Report 2019 Gleeds figures 2018 PAY GAP This table shows the mean and median pay gap between men and women, based on hourly rates of pay and presented relative to men’s earnings. The median gender pay gap differs from the mean as it shows the mid-point of data, rather than the average. BONUS GAP
3. Statutory Gender Pay Gap Report 2019 In this section is reported the Statutory Gender Pay Gap, the Gender Pay Gap (Excluding Casual Staff), and a review of Bonus Pay. A positive black number, means that there is a pay gap in favour of men, whereas a negative red number means that there is a pay gap in favour of women. 3.1. Statutory Gender .
by law to publish their gender pay gap each year on their own and on the Government’s website. This is Unite the union’s gender pay gap report for 2019 based on 2018 pay. 2 Gender Pay Gap 4 april 2019 ABOUT THIS REPORT The report was prepared in line with the Equality Act 2010 (Gender Pay Gap
A gender pay gap does not indicate discrimination or an absence of equal pay for equal value work - it reports a gender representation gap. If women hold more of the lower paid jobs in an organisation than men, the gender pay gap is usually wider. Gender pay gap reporting often further highlights important challenges that business
the gender pay gap, the second part on research funding. In a first section of the first part, we present the methodological and conceptual framework for an analysis of the gender pay gap in general. An outline of the general definition of the gender pay gap is followed by a discussion of existing indicators and measures of the gender pay gap. The
PROGRESS ON THE GENDER PAY GAP: 2019 7 In 2016, we released the first-ever study of the gender pay gap using Glassdoor salary data. In that study, we added to the large body of research confirming the existence of a gender pay gap, but we also used Glassdoor’s unique data to explore the drivers of the pay gap by
report, the 2019 overall pay gap data includes the pay gap data for UK subsidiaries of the firm. Statutory 2019 Gender Pay Gap Reporting The Gender Pay Gap aims to show the distribution of men and women across different roles within an organisation and highlight where there may be concentrations of a particular gender at lower or higher
4 Johnson Matthey Gender Pay Gap Report 2019 Gender pay gap key facts The gender pay gap is the average difference in pay between men and women. Johnson Matthey is committed to being a meritocracy where men and women are paid fairly. Women currently represent 26% of our UK employees. Female representation is lower in our science, technology and
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