Hanley and Jones Limited Gender Pay Gap Reporting Statement
The company’s gender pay gap report for the pay period including the 5 April 2021 is as follows:
Pay Quartiles | Male | Female | Band A (lowest) | 54% | 46% |
|---|---|---|---|
Band B | 0% | 100% | |
Band C | 0% | 100% | |
Band D (highest) | 11% | 89% | |
Mean gender pay gap % | 1.6 | ||
Medians gender pay gap | 0 | ||
Mean gender bonus gap | N/A | ||
Median gender bonus gap | N/A | ||
Percentage paid bonus | Nil | Nil |
I confirm that the above information is accurate.
Bernadette Hanley
DIRECTOR
04/10/2021
EXPLANATORY NOTES
The company is predominantly female and our highest earners are also female. The majority of our workers are part time employees earning on or above the national minimum wage.
Whilst the mean figures suggest that male workers overall earn slightly more than their female counterparts this figure is slightly skewed by the low number of male workers. Eight of the company’s top ten earners are female. The highest earner is also female.
The company does not pay bonus to any worker.
The company operates an open recruitment policy and all vacancies are suitable for both male and female workers. The reality is that most of our applicants (and thus our workers) are female.
We do not envisage making any changes to our plans or our policies.
Hanley and Jones Limited Gender Pay Gap Reporting Statement
The company’s gender pay gap report for the pay period including the 5 April 2020 is as follows:
Pay Quartiles | Male | Female | Band A (lowest) | 17% | 83% |
|---|---|---|---|
Band B | 17% | 83% | |
Band C | 14% | 86% | |
Band D (highest) | 29% | 71% | |
Mean gender pay gap % | 1.67 | ||
Medians gender pay gap | 0 | ||
Mean gender bonus gap | N/A | ||
Median gender bonus gap | N/A | ||
Percentage paid bonus | Nil | Nil |
I confirm that the above information is accurate.
Bernadette Hanley
DIRECTOR
Date: 30/09/2021
EXPLANATORY NOTES
The company is predominantly female and our highest earners are also female. The majority of our workers are part time employees earning the national minimum wage.
Whilst the mean figures suggest that female workers overall earn slightly less than their male counterparts this figure is slightly skewed by the low number of male workers. Eight of the company’s top ten earners are female. The highest earner is also female.
The company does not pay bonus to any worker.
The company operates an open recruitment policy and all vacancies are suitable for both male and female workers. The reality is that most of our applicants (and thus our workers) are female.
We do not envisage making any changes to our plans or our policies.
Hanley and Jones Limited Gender Pay Gap Reporting Statement
The company’s gender pay gap report for the pay period including the 5 April 2019 is as follows:
Pay Quartiles | Male | Female | Band A (lowest) | 25.8% | 74.2% |
|---|---|---|---|
Band B | 12.3% | 87.7% | |
Band C | 12.3% | 87.7% | |
Band D (highest) | 7.9% | 92.1% | |
Mean gender pay gap % | 1 | ||
Medians gender pay gap | 0 | ||
Mean gender bonus gap | N/A | ||
Median gender bonus gap | N/A | ||
Percentage paid bonus | Nil | Nil |
I confirm that the above information is accurate.
Bernadette Hanley
DIRECTOR
Date: 02/03/2021
EXPLANATORY NOTES
The company is predominantly female and our highest earners are also female. The majority of our workers are part time employees earning the national minimum wage.
Whilst the mean figures suggest that female workers overall earn slightly less than their male counterparts this figure is slightly skewed by the low number of male workers. Eight of the company’s top ten earners are female. The highest earner is also female.
The company does not pay bonus to any worker.
The company operates an open recruitment policy and all vacancies are suitable for both male and female workers. The reality is that most of our applicants (and thus our workers) are female.
We do not envisage making any changes to our plans or our policies.
