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Gender Pay Gap Reporting

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 quartilesMaleFemale
Band A (lowest)54%46%
Band B0%100%
Band C0%100%
Band D (highest)11%89%
Mean gender pay gap %1.6
Median gender pay gap %0
Mean gender bonus gapN/A
Median gender bonus gapN/A
Percentage paid bonusNilNil

 

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 quartilesMaleFemale
Band A (lowest)17%83%
Band B17%83%
Band C14%86%
Band D (highest)29%71%
Mean gender pay gap %1.67
Median gender pay gap %0
Mean gender bonus gapN/A
Median gender bonus gapN/A
Percentage paid bonusNilNil

 

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 quartilesMaleFemale
Band A (lowest)25.8%74.2%
Band B12.3%87.7%
Band C12.3%87.7%
Band D (highest)7.9%92.1%
Mean gender pay gap %1
Median gender pay gap %0
Mean gender bonus gapN/A
Median gender bonus gapN/A
Percentage paid bonusNilNil

 

I confirm that the above information is accurate.

Kevin Jones

DIRECTOR

Date: 02/03/2020

EXPLANATORY NOTES

 The company is predominantly female and, by quantity, our highest earners are also female.  The majority of our workers are part time employees generally working around 7.5 to 10 hours per week. The part time employees all earn the national minimum wage.

The figures are slightly skewed by the low number of male workers and the fact that management roles are predominantly filled by a higher proportion of male workers.  This is not by design but merely as the person employed was the most suitable experienced candidate.

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.