Our Gender Pay Gap Reporting 2017

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 organisation and are constantly striving to improve and become more inclusive.

In line with new UK regulation, we are now publishing our gender pay gap figures. The information required 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 pay gap
  • Proportion of males and females receiving a bonus payment
  • Proportion of males and females in each pay quartile

This is our report for the snapshot date of 5th April 2017.

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.

Recently Just Ask Estate Services has made some key female appointments within the Senior Management team of the organisation. It is recognised that this will help address the existing gender pay gap, for the next reporting period.

We have identified that the gender pay gap relating to bonus requires addressing. There are now females employed in the group of employees who are eligible to receive bonus, and this will be reflected in the next few years of reporting. The bonus scheme and structure is also due to be reviewed this year, and this may have a positive impact on the bonus gender pay gap in the near future.

Whilst our 7% mean gender pay gap is not by any means extraordinary, we recognise that we can always do better. With this is mind, our action plan to reduce this gap further will include a focus on the following areas:

  • Recruitment (broadening our selection pool and reviewing our process for any unconscious bias)
  • Flexible working (reviewing the current structure of roles and work schedules to accommodate more parttime employees which may encourage mothers to work part time during school hours)
  • Succession planning (focusing on any high performing employees who could be leaders for the future,ensuring females are suitably considered)
  • Ensuring pay and reward structures are underpinned by job evaluationAs 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, Bronwyn Londal, Head of HR, confirm that the information in this statement is accurate.

Date: 28.03.2018

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