Jollyes Gender Pay Report

GENDER PAY GAP REPORT 2023

At Jollyes we are dedicated to fostering an inclusive and diverse workplace where every individual is valued and respected. As part of our commitment to gender equality, we regularly review and analyse our pay data to identify any gender pay gaps and take action to address them.

Over the course of the next 12 months, we are undertaking more actions to aid us in continually reviewing our gender pay gap.

• Launch of career pathways to assist colleagues aspiring to transition into senior positions.
• Introduction of colleague networking groups
• Reviewing gender bias language in all job descriptions and job adverts
• Launch leadership development programmes

What Is The Gender Pay Gap?

The gender pay gap measures the difference in the average pay of mean and women in an organisation. Gender pay is not the same as Equal pay. The calculations are based on data from April 2023.

For April 2023, the percentage of women in each quartile has increased as follows:

Upper Quartile – 5.6%, Upper Middle Quartile – 8.7%, Lower Middle Quartile – 4.4%, Lower Quartile – 2.5%

 

In April 2023 the proportion of male colleagues receiving a bonus was 35.8% and female colleagues was 20.7%, this was a rise of 10.4% on the previous year.

According to the Office of National Statistics, the UK’s mean gender pay gap in 2020 is 15.5%, while the median figure is 15.9%. The causes of a gender pay gap can be complex and there are often a number of factors that influence this such as working hours and the number of men and women in different roles across a business.

This is why the UK government has introduced the requirement for all employers to publish their gender pay gap to identify difference in pay between male and female employees to monitor the gender pay gap. This ensures employers can understand it’s causes, so that the relvant actions can be taken to reduce it.

As part of the Gender Pay Gap reporting process, employers have been asked to split their workforce into four groups based on pay, and to show the proportion of male and female employees in each quartile.

Having reviewed our results in detail we have identified that the majority of our gap is the result of have a considerably larger volume of female employees working in our lower and lower middle quartiles.

At Jollyes we proud to offer fair and equitable pay to all our colleagues and this is reflective in our salary structure.