April 2018

James Hay is fully committed to ensuring we are an inclusive and diverse organisation.

Our pay strategy is designed to attract, motivate and retain the very best people, irrespective of gender, ethnicity, age, disability or any other factor unrelated to performance or experience.

We review market pay benchmarks based on many factors to help us understand any pay differences between men and women in similar roles and are vigilant in every stage of the pay cycle.

From April 2018 employers with 250+ employees were required, by law, to publish their gender pay gap information annually in April. Following the first report in April 2018 based on pay data as at April 2017, James Hay committed, proactively and voluntarily, to undertake an audit of our figures and dive deeper beyond the statutory reporting in order to fully understand where our gap is most evident and to inform targeted actions and initiatives to build into a plan to address and reduce the gap.

James Hay Gender Pay Gap Report

The statutory calculations required are designed to illustrate the difference between the average earnings of men and women at James Hay.

The table below shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date of 5 April 2018. It also captures the mean and median difference between bonuses paid to men and women at James Hay in the year up to April 2018 (i.e. for the 2017 performance year).

Our gender pay gap

  Mean* Median**
Hourly fixed pay 32.5% 21.4%
Bonus paid 71.1% 60%

*The mean is the average where all numbers are added together and divided by total number of numbers
**The median is the middle value in the list of data

Please note, the median is more representative than the mean of typical pay differences because it is less affected by a handful of considerably higher (or lower) salaries.

Bonus gap

Proportion of employees in James Hay awarded a bonus for 2017

% of men in James Hay 23.7% received a bonus
% of women in James Hay 12.1% received a bonus

Pay quartiles

The table below illustrates the gender distribution at James Hay when the total workforce is split into four quartiles from the lowest to highest paid.

Band

Male %

Female %

Description

A

35.9

64.1

Employees whose hourly rate of pay places them 
in the lowest quartile

B

34.0

66.0

Employees whose hourly rate of pay 
places them above the lowest quartile but at
or below the median

C

41.7

58.3

Employees whose standard hourly rate
of pay places them above the median but 
below the highest quartile

D

68.8

31.2

Employees whose hourly rate of pay 
places them in the highest quartile

What are our next steps?

The challenge for James Hay and companies in the UK is to eliminate any gender pay gap. At James Hay, we recognise that our figures show that continued positive action is required to address our pay gap. We will continue to use the results presented above to ensure that we are fully considering the equality of overall earnings potential of all employees. This means going beyond observance of equal pay for roles of equal value to introducing measures to ensure that the balance of career progression opportunities is also addressed.

We will continue to audit the underlying causes of the gender pay gap and are committed to maintaining vigilance and introducing measures to close the gap. Our progress in this area is regularly updated and discussed openly via our internal communication channels and National People Engagement Group.

I confirm that the data reported is accurate.

Alastair Conway CEO, James Hay Partnership

Signature Date: 1 February 2019

 

 

Read our 2017 report