Gender Pay Gap Report 2020/2021

Snapshot date 31st March 2021

At Just Ask Estate Services we are committed to creating a diverse and gender balanced workforce, ensuring everyone, regardless of their background, race, ethnicity or gender, has an equal opportunity to succeed. We believe in creating job opportunities for both men and women at all levels within our organization and are constantly striving to improve and become more inclusive.

The information require to be published is:-

Mean gender pay gap in hourly pay

Median gender pay gap in hourly pay

Mean bonus gender pay gap

Median bonus gender ay gap

Proportion of males and females receiving a bonus payment

Proportion of males and females in each pay quartile

Gender Pay Gap Report 2020/2021
1.1% 8.5%
8% 4.8%
77.6% 63.4%

At Just Ask Estate Services we are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather our gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.
Also notable is on the snapshot date, a significant number of colleagues were classed as on ‘leave’ either as a result of being on furlough or self isolating. We therefore wish to caveat this report is not 100% representative of our colleague population. This is a replication of the caveat on the previous snapshot date and therefore comparisons are also not 100% representative.
The gap between males and females receiving bonuses has decreased on last year
The gap between males and females receiving bonuses has marginally increased on last year. However the median average gap in bonus amounts awarded has decreased by almost 20%. This demonstrates that whilst only a small number of managers eligible for bonus are female, there is parity in the bonus awards.
We are very pleased to report that our mean gender pay gap has been reduced to 1.1% from 9.3% last year. This is reflective of our ongoing efforts and initiatives to promote gender equality.
When the figures are further broken down, it is clear that this gap is most pronounced in the upper and upper middle quartiles. The gap in the upper quartile has however reduced for the second year running. Meanwhile the upper middle and lower middle quartiles are bother remaining stable year on year. The lower quartile has moved towards a 50/50 split. To address the disparities in the upper quartiles, we will continue to promote flexible working options and also introduce robust objective succession planning. We have also introduced a stronger employee voice through a staff forum so that we understand in a timely way the key issues for our staff. This will provide us with ongoing feedback and data which we can use towards improving the gender pay gap. The increase in the hourly pay gap has slowed significantly year on year. We will seek to reduce the gap by focusing on the following areas:

  • • Recruitment (broadening our selection pool and enhancing our reporting metrics capability
  • • Ensuring pay and reward structures are underpinned by job evaluation and are clearly defined..

• Ensuring pay and reward structures are underpinned by job evaluation and are clearly defined.
As demonstrated above, Just Ask Estate Services is committed to reporting on an annual basis on what we are doing to reduce the gender pay gap and the progress that we are making. We are dedicated to making Just Ask Estate Services a company in which all individuals are treated with respect, and diversity is celebrated.

I confirm that the information in this statement is accurate.

Sarah Green

HR Director