Our Gender Pay Gap Statement 2019
We are pleased to report a low gender pay gap that reflects well against national and sector averages.
This is largely because we pay the same salary to large bands of our employees, ensuring pay transparency and promoting equality. The small gap that we do have emerges from the higher proportion of men in the upper middle quartile of our employee population. This quartile of the business is mainly comprised of driver/warehouse roles, as part of our dedicated in-house logistics operations. Only a small number of businesses maintain these operations in-house, which proudly sets us apart from others in our sector.
We continue to take active steps to ensure that men and women in the same role are paid the same, and are working hard to support women leaders within the organisation.
I declare that the data presented below is accurate as of 5th April 2018.
Chief Executive Officer, JB Global
Our Gender Pay Gap Data
The figures provided in the charts below are based on hourly rate of pay as at 5th April 2018 and bonuses paid in the year up to that date.
For the purpose of this report: on 5th April 2018 JB Global Ltd employed 1,183 staff who were considered full pay relevant employees. Of these, 21% are female and 79% are male.
Our hourly pay for female colleagues is 3.3% lower when measured as a mean average and 7.8% lower when measured as a median average.
|Women's hourly rate is:||3.3%||7.8%|
How many men and women are in each quarter of our payroll.
|Upper middle quartile||87%||13%|
|Lower middle quartile||75%||25%|
58% of female colleagues were awarded a bonus; 64% of male colleagues were. Bonus pay for female colleagues was 8% lower when measured as a mean average, and 43% higher when measured as a median average.
|Women's bonus pay is:||8%||43%|
|Who recieved bonus pay||64%||58%|
Gender Pay Gap Explained
All UK businesses of more than 250 employees must publicly report on their gender pay gap (GPG), which is the measure of the difference between the average earnings of men and women across an organisation, regardless of their roles or the nature of their work. This is not the same as equal pay, which is the legal obligation on employers to pay men and women equally for work of equal value.
The GPG is calculated using ‘mean’ and ‘median’ averages.
- Mean averages: The sum of the hourly rate of all female employees divided by the total number of female employees. The same calculation is performed for male employees and the gap is expressed as a percentage.
- Median average: The midpoint of hourly earnings when all values are listed numerically as a percentage
The GPG also reports on mean and median bonus gaps, number of male and female employees who receive bonuses, and the proportion of men and women in each quartile of the organisation’s pay structure.