encourages innovation and commitment amongst staff and rewards accordingly. This is one of the key values of Journeycall and one that helps us to ensure we manage a business that is diverse, fair and equally representative of the community we employ. We are proud to have a nominal gender pay gap of -0.002%, which is considerably lower than the UK average of 17.9% (Office of National Statistics, 2018). When analysing our gender pay gap, we are pleased to note an improvement on last year’s reported gender pay gap of 0.66%, however recognise the importance of ensuring that we maintain and where possible, narrow this gap further through continual improvement and revision of our processes and practices. An overview of our data demonstrates that, whilst on the whole the pay gap between males and females is nominal, there is opportunity for us to ensure we maintain an even distribution of males and females across all four quartiles of our pay structure.
Pay Gap has been taken from employees across all areas of the business, regardless of their role. This includes roles ranging from Information Advisors within our Contact Centre and Support Services and Fulfilment bureau, to our Learning and Development and Operations teams. Calculations have been carried out based on the ‘snapshot date’ of 5th April 2018, in line with the new gender pay gap regulation requirements. For clarity, no bonuses were paid in the 12 months before this. Gender Pay Gap The gender pay gap illustrates any difference between the gross hourly earnings for males and females. Expressed as a percentage, this shows that, although paid equally, certain varying factors have an impact, creating the gap. Integral to our Guiding Principles, nurturing a diverse and fair culture which provides equal opportunities for all, is reflected in Journeycall’s pay gap report findings.
mean and median percentage. The mean calculation shows the average hourly rate of pay for all employees. The median calculation shows the middle point of hourly rate of pay when all rates for each gender are listed from lowest to highest. The median provides an accurate representation of gender pay gap, more so than the mean as it is less skewed by outlier figures i.e. those in specialist or Management roles who have higher earnings than the majority of employees. Overall Pay Distribution The data is also split into quartiles, each of which represents the varying pay bands in the business and each containing an equal number of employees. For example, upper quartiles represent higher paid, higher responsibility roles and lower quartiles represent lower paid, less senior roles. 44% 56% 47% 53% 47% 53% 53% 47% Upper Lower Middle Upper Middle Lower
whilst there is a gap of -0.0002%, this is nominal in comparison to the national average of 17.9% (Office of National Statistics, 2018). Our last report details our plans for improvement and we are pleased that this has been demonstrated in current figures and remain committed to ensuring this is maintained and where possible, this gap is further narrowed. We continue to implement a gender neutral recruitment process, and are recognised by our existing employees and partners for our family friendly, flexible working policies and culture. In addition to this we provide all new recruits with equality and diversity awareness training and also maintain a cross Company matrix of our employees education and qualifications in order that our existing employees have the first chance at new opportunities. We also regularly audit all of our processes and report and discuss trends and change at monthly Senior Management meetings. We understand there to be several factors which have addressed the gap identified in last year’s report where there was a lower proportion of females in the upper middle and upper quartiles of pay distribution. A reorganisation carried out in order that better support is available to our teams, as well as a focus on internal recruitment and upskilling into career progression roles and a reintroduction of our Personal Development Plan process can be attributed to current figures illustrating a positive change within upper middle and upper quartiles; which are represented by a higher number of females in each. This reinforces that the Company approach to continually develop, encourage and support employees in a positive work-life balance works.