Pay gap 2021

pay gap

Transcript

1. GENDER PAY GAP REPORT Journeycall 2021
2. 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 analysis of snapshot data demonstrates a gender pay gap of 0%, a reduction of 1% in comparison to 2019 figure of 1.1083%. Our data analysis reflects parameters set by the HMRC to take into account the impact the Job Retention Scheme, implemented in response to the pandemic has on an employees pay. Further detail around the exclusion of data can be found further into the report. We note our gender pay gap remains considerably lower than the UK average of 15.5% (Office of National Statistics, 2020). Whilst we remain committed to maintaining a gap of minimal significance, we believe that the gap currently reported will naturally change as the working profile of the Company returns to normal, with any underlying, long term trends being addressed through continual improvement and revision of our processes and practices. An overview of our annual data trends demonstrates that, whilst on the whole there is a nominal pay gap between males and females, there is opportunity for us to ensure we maintain an even distribution of males and females across all four quartiles of our pay structure to further balance out any differences.
3. 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 2020, in line with gender pay gap regulation requirements. Of 318 employee’s data to be analysed, 205 were excluded due to being on furlough and not in receipt of their full pay on the snapshot date. 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.
4. 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. Mean Gender Pay Gap -7% Median Gender Pay Gap 0% 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. 55% 45% 43% v 57% Males Females Upper Upper Middle Males Females 68% 32% Lower Middle Lower Males Females 46% 54%
5. Understanding the Gender Pay Gap Data analysis shows that the gap of 0%, is positive in comparison to the national average of 15.5% (Office of National Statistics, 2020). Previous reports detail our plans for improvement and are confident that a snapshot inclusive of all employees post-pandemic will demonstrate our continued commitment to ensuring this gap remains balanced in the coming year. 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 previous year’s reports 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. Concluding Remarks I confirm that the gender pay gap data set out is accurate and in line with current regulatory requirements.