By law Hall Cleaning Services Limited is required to publish an annual gender pay gap report.
This is its report for the snapshot date of 5th April 2020:
- The mean gender pay gap for Hall Cleaning Services is 2.9%
- The median gender pay gap for Hall Cleaning Services is 0.0%
- Bonuses paid for the snapshot reporting period are in relation to remuneration of the directors of the Company. These were paid in equal amount to equal numbers of males and females.
The ratio of male to female employed by the Company is 1:3.9. That is there are slightly less than 4 times as many women as there are men.
Gender Pay Gap Quartiles at 5th April 2020 for those PAID during that pay period
|A - 1st (lower) quartile||20.4%||79.8%||hourly rate places them at or below the lower quartile|
|B - 2nd (lower middle) quartile||20.8%||79.2%||hourly rate places them above the lower quartile but at or below the median|
|C - 3rd (upper middle) quartile||20.8%||79.2%||hourly rate places them above the median but at or below the upper quartile|
|D - 4th (upper) quartile||18.8%||81.3%||hourly rate places them above the upper quartile|
Comparison with last years reported figure
The Mean Pay Gap has increased from last years 0.2% to 2.9%.
The ratio of male to females employees has dropped from1:4.2 in 2019 to 1:3.9 in 2020
A portion of employees are on “Term Time Only” contracts of employment. The snapshot date of 5th April falls within the schools and colleges Spring Holiday period. A proportion of employees who are on “Term Time only” contracts of employment did not receive their full pay for the snapshot pay period. Under the rules for Gender Pay Gap Reporting these employees are excluded from the reported figures.
Further analysis was undertaken, to include all employees, using their “normal term time” hours. This gave the following results:
- The mean gender pay gap for Hall Cleaning Services would calculate as 1.3%
- The median gender pay gap for Hall Cleaning Services would remain at 0.0%
Gender Pay Gap Quartiles at 5th April 2020 for All on Payroll
|A - 1st (lower) quartile||23.4%||78.6%||hourly rate places them at or below the lower quartile|
|B - 2nd (lower middle) quartile||22.1%||77.9%||hourly rate places them above the lower quartile but at or below the median|
|C - 3rd (upper middle) quartile||22.1%||77.9%||hourly rate places them above the median but at or below the upper quartile|
|D - 4th (upper) quartile||18.2%||81.8%||hourly rate places them above the upper quartile|
Under the law, men and women must receive equal pay for:
- the same or broadly similar work;
- work rated as equivalent under a job evaluation scheme; or
- work of equal value.
Hall Cleaning Services’ commitment to all employees has always been to equal opportunities and treatment. The Company has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other discriminatory characteristic). As such, it:
- carries out pay and benefits audits at regular intervals,
- all managers and staff members who are involved in setting pay are provide with specific equality training,
- evaluates job roles and pay grades as necessary to ensure a fair structure.
Hall Cleaning Services is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work.
The small gender pay gap is the result of the roles within the organisation and the salaries that these roles attract.
How does Hall Cleaning Services’ gender pay gap compare with that of other organisations?
The vast majority of organisations have a gender pay gap. Hall Cleaning Services’ pay gap compares favourably with that of other organisations, including those within our industry and regionally.
Across the UK economy as a whole:
- men are more likely than women to be in senior roles (especially very senior roles at the top of organisations),
- women are more likely than men to be in front-line roles at the lower end of the organisation,
- men are more likely to be in technical related roles, which attract higher rates of pay than other roles at similar levels of seniority,
- women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children,
- women are also more likely to work part time,
- low pay is the tendency for part-time jobs.
Maintaining an evidence base:
To identify any barriers to gender equality and inform priorities for action, Hall Cleaning Services has in place gender monitoring to understand the proportions of men and women:
- who apply for jobs and compared to those recruited;
- applying for and obtaining promotions;
- leaving the organisation and their reasons for leaving;
- in each role and pay band or job category.
Hall Cleaning Services remains committed to maintaining its low pay gap in the future.
Allan Ashurst, Technical Director, confirms that the information in this statement is accurate. Dated 05/04/2021.