GFSL gender pay gap reporting 2018
Published 15 November 2019
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Carillion Plc employees transferred to GFSL in February 2018 on their existing terms and conditions. GFSL is developing its own Terms & Conditions and is taking steps to address pay parity.
GFSL has difficulties recruiting women in what is traditionally a male-dominated FM/Engineering industry. We have 37 women who work part-time and 14 men working part-time. Part-time roles tend to be at the lower end of the pay spectrum including cleaners, handypersons and escorts. Higher paid roles are in engineering/technical related roles where the industry predominantly employs more men whereas 84% of cleaners in the UK are female.
Gender pay gap - table
| Male | Female | Variance | |
|---|---|---|---|
| Count | 685 | 164 | 521 more men than women |
| Average hourly pay | £13.80 | £11.54 | 19.5% less for women |
| Median | £12.81 | £9.37 | 36.7% less for women |
| Quartile 1 (25% lowest paid) | 52.25% | 47.75% | |
| Quartile 2 (25% next lowest paid) | 89.11% | 10.89% | |
| Quartile 3 (25% next lowest paid) | 94.81% | 5.19% | |
| Quartile 4 (25% highest paid) | 88.26% | 11.74% | |
| Ratio | £1.00 | £0.84 |
Addressing the gender pay gap
GFSL is committed to addressing gender inequality and to addressing any barriers to opportunity that may be contributing to our gender pay gap by:
- Raising awareness and understanding of unconscious bias and building checks into our new recruitment process to ensure that we are sourcing candidates from the widest talent pools.
- Working to introduce GFSL Terms and Conditions that offer market rates to both male and female employees.
- Filling vacancies via structured interviews to recruit a permanent workforce, encouraging women to apply through additional employee benefits and flexible working initiatives where feasible.
- Offering a wide range of support for people with families, including maternity and paternity pay and parental leave as well as opportunities to work flexibly. In addition we review our People Policies annually to ensure that they continue to deliver fairness of opportunity to our people.
- Offering Apprenticeships, which is a crucial element of our resourcing and talent development strategy. We are currently developing a framework that will encourage both men and women, internal and external applicants to consider these opportunities.
- Developing career pathways to further encourage equality of opportunity across the entire workforce.
- Considering mentoring programmes and targeted development with those attending any future career development programmes receiving support from a senior leader.
- Conducting further research through focus groups and analysis of management data to identify if there are any issues which we can address to build a more diverse workforce and a more inclusive workplace.
- Working to harmonise contracts though this will be limited because it will be voluntary for existing employees only.