From April 2018 employers with 250+ employees are required, by law, to publish their gender pay gap information annually in April. For the first reporting year employers must publish data based on figures for April 2017.

The gender pay gap is defined as the difference in median pay between men and women. The median is the middle value in the list of data.

  • The pay gap in the UK has fallen from 10.5% in 2011 to 9.1% in 2017, but remains positive in value – meaning that on average men are paid more than women
  • The gender pay gap for full-time workers is entirely in favour of men for all occupations across the UK. The gap has reduced in the last 10 years but is still in favour of men
  • The vast majority of organisations in the UK have a gender pay gap
  • It has been against the law to pay men and women differently for doing the same or similar jobs for decades. So while unequal pay rates can cause a gender pay gap, this is a relatively rare explanation for why the gap exists
  • The most common explanation for both positive and negative gender pay gaps, therefore, is not that men and women are paid differently, but that women are often absent from certain areas of the workforce

James Hay Gender Pay Gap Report

Six calculations were done, showing 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 April 2017. It also captures the mean and median difference between bonuses paid to men and women at James Hay in the year up to April 2017 (i.e. for the 2016 performance year).

Difference between men and women

  Mean* Median**
Hourly fixed pay 27.4% 17%
Bonus paid 35% 37.5%

*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 2016

% of men in JH 46.2% 30.8% received a bonus
% of women in JH 53.8% 20.9% received a bonus

Pay quartiles

The table below illustrates the gender distribution at James Hay across four equivalently sized quartiles, each containing just under 180 colleagues.

Band

Males

Females

Median pay gap

Decription

A

44.6%
(79)

55.4%
(98)

0%

Includes all employees whose standard rate
places them at or below the
lower quartile

B

32.2%
(57)

67.8%
(120)

-0.63%

Includes all employees whose standard hourly rate
places them above the lower quartile but at
or below the median

C

43.8%
(78)

56.2%
(100)

3.73%

Includes all employees whose standard hourly rate
places them above the median but at
or below the upper quartile

D

64%
(114)

36%
(64)

14.72%

Includes all employees whose standard
rate places them above the upper quartile

Totals

46.2%
(328)

53.8%
(382)

   

What are our next steps?

The challenge for James Hay and all companies in the UK is to eliminate any gender pay gap. At James Hay, we will use the results presented above to assess:

  • The levels of any gender equality issues in our workplace
  • The balance of male and female employees at different levels
  • How effectively talent is being maximised and rewarded

We will be undertaking a full audit – investigating the underlying causes of the gender pay gap and creating an evidence base. The evidence base will inform measures taken to close the gap.

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

I confirm that the data reported is accurate.

Signature: Date: 20 March 2018

Alastair Conway CEO, James Hay Partnership