GFSL Gender Pay Gap Report - 2019
Published 25 June 2020
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The gender pay gap is the average difference between the remuneration for men and women. Women are generally paid less than men – and this was found to be the case in 77% of organisations reporting their gender pay gap in 2017/18 (source: The Government Equalities Office).
The Government stipulates that the information from 5th April 2019 must be reported by 30th March 2020. The data required is as follows:
- Mean (average) gender pay gap in hourly pay (shown as a percentage). This is a measure of the difference between the average for women’s hourly pay and men’s hourly pay
- Median (middle) gender pay gap in hourly pay (shown as a percentage). The median gender pay gap is the difference between the hourly pay of the middle paid woman and the middle paid man
- 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
The bonus data is not applicable as no bonuses were paid in the reporting period for our employees.
Gender pay gap - table
| Male | Female | Summary figs | Difference from 2018 | |
|---|---|---|---|---|
| Count | 583 | 140 | 723 | -126 |
| Average hourly pay | £13.81 | £11.90 | £13.83 | +2.55% * |
| Median | £12.83 | £9.37 | 26.97% | - 0.12% ** |
| Ratio | £1.00 | £0.73 |
• Women are better off by 2.55% based on the mean
** Women are worse off by 0.12% based on the median
Comparison of quartiles 2018/19
| 2019 data | ||
|---|---|---|
| Quartiles | Male | Female |
| Bottom quartile (lowest paid) | 53.04% | 46.96% |
| Lower middle quartile | 83.98% | 16.02% |
| Upper middle quartile | 97.79% | 2.21% |
| Top quartile (highest paid) | 87.78% | 12.22% |
Explanation of quartiles
The workforce is split into four even parts (the quartiles). The number of males and females from each quartile are then counted and shown as a percentage of the total for that quartile. The quartiles are as follows:
- the bottom quartile (lowest paid employees)
- the lower middle quartile
- the upper middle quartile
- the top quartile (highest paid employees)
Additional Information
- Carillion PLC employees transferred to Gov Facility Services Ltd (GFSL) in February 2018 on their existing terms and conditions;
- Originally GFSL used Carillion’s pay strategy, however this does not now reflect the needs of the business and steps are being taken to address pay parity through harmonisation to its own terms and conditions;
- As can be seen from the headcount figures, GFSL has had difficulties recruiting women in to what has typically been seen as a male-dominated industry (facilities management) since its inception;
- In 2018 GFSL had 37 females who worked part-time versus 14 males. In 2019 the number of part-time male employees has risen to 24 while the number for females has remained the same at 37. Generally the roles undertaken by part-time workers are at the lower end of the pay spectrum e.g. cleaners, admin, stores and some trades. On 31st March 2019 GFSL employed 71 cleaners, of which 56 (78.8%) were female.
- The higher paid roles in the organisation tend to be engineering and technical grades where the industry generally employs more males.
Gender Pay Gap – Action Plan
GFSL are committed to addressing the gender pay gap and encouraging more women to enter a traditionally male orientated industry. We will do this by:
- Encouraging women returners into the workplace by publicising our family-friendly policies;
- Ensuring we are sourcing candidates from the widest talent pools;
- Offering terms and conditions that provide fair and transparent rates of pay to both male and female employees;
- Allowing all employees to access flexible working arrangements where this is feasible;
- Providing a wide range of support for people with families, including maternity, paternity and parental leave;
- Reviewing our People Policies annually to ensure that they continue to deliver fairness of opportunity to all employees;
- Developing career opportunities to encourage equality of progression across the entire workforce;
- Supporting career development by assisting with education, qualifications, coaching and mentoring programmes;
- Encouraging women, within the workforce, to apply for future apprenticeship and developmental programmes
- Conducting further research and analysis to identify additional initiatives to build a more inclusive workforce.