Gender Pay Gap Data

As an employer with more than 250 employees, we are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out calculations showing the difference in the average earnings of men and women in JMK. We will not publish individual employee data.

We can use these results to assess:

the levels of gender equality in our workforce.
the balance of male and female employees at different levels.
the challenge in our organisation and across Great Britain to eliminate any gender pay gap.

Our results below show that overall our gender pay gap is minimal in size, and in fact, women earn more in comparable roles and one that we have little control over as it is our clients that set the rates of pay for the hired workers. The vast majority of our workers are male and are in varying professions as compared to women who are mainly in the education and care sectors, and this is reflected in the quartile bands.

We strive to continually improve our gender gap and will publish the results again in April 2019 as a requirement of the government initiative into equal pay.

2018 data:
· Women’s hourly rate is 7.7% higher (mean) and 4.3% higher (median)
· Top salary quartile has 75.2% men and 24.8%, women
· Upper middle salary quartile has 84.8% men and 15.2%, women
· Lower middle salary quartile has 79% men and 21%, women
· Lower salary quartile has 81.7% men and 18.3%, women
· 0% of staff (male and female) received eligible bonus pay

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