Upgrade to Pro — share decks privately, control downloads, hide ads and more …

Journeycall Gender Pay Gap Report

Journeycall Gender Pay Gap Report

The ESP Group

March 30, 2018
Tweet

More Decks by The ESP Group

Other Decks in Business

Transcript

  1. Introduction To nurture a culture which challenges, provides opportunities and

    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. Whilst we are proud to have a minimal gender pay gap of 0.66%, which is considerably lower than the UK average of 19.3% (Office of National Statistics) we recognise that there is opportunity for improvement to ensure that we maintain and where possible, narrow this gap further. 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 explore and remedy any correlation between there being less females in junior management or career progression roles and more in lower level roles which require less responsibility.
  2. About the Data The data used to calculate our Gender

    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 2017, 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. For example, having less females in senior roles within the business. 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.
  3. The Data Gender pay gap is calculated as both a

    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. 52% 48% 57% 43% 46% 54% 46% 54%
  4. Understanding the Gender Pay Gap Our report findings show that

    whilst there is a gap of 0.66%, this is minimal in comparison to the national average of 19.3% (Office of National Statistics). However, we are committed to ensuring this is maintained and where possible, this gap is further narrowed. We already 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.
  5. Concluding Remarks We understand that the lower proportion of females

    in the upper mid- dle quartile i.e. junior management, career progression roles may mean that females are less inclined to progress into roles which require more responsibility - a finding that is underpinned by there being a higher female representation within the lower quartiles. Whilst this variance is minimal, it is also something that can be addressed through collaborative succession and personal development planning as well as continued encouragement of a positive work-life balance; ensuring indi- viduals throughout the Company, feel supported to manage a successful career and home-life. I confirm that the gender pay gap data set out is accurate and in line with current regulatory requirements. Theresa Slevin Journeycall MD & ESP Group COO
  6. Journeycall Ltd Part of The ESP Group 3 James Chalmers

    Road, Arbroath, DD11 3RQ www.the-espgroup.com/journeycall