Back to Blogs
Blog Img

Kelly Gender Pay Gap Report 2017 - 2018

Kelly has just published it's Gender Pay Gap report. Kelly is an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee data.

We are required to publish the results on our own website and a government website. This is required to be published within one calendar year of April 5th.

Kelly will use these results to assess:

  • the levels of gender equality in our workplace

  • the balance of male and female employees at different levels

  • how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap. This report is intended to identify any areas we need to review.

For any Kelly colleagues who would like to discuss details on how we intend to tackle our gender pay gap can do this by:

  • talking to your supervisor or manager

  • contacting your HR department

Gender Pay Reporting requires Kelly to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting the HR team on

Kelly gender pay gap report for April 2017

Our Gender Pay Gap Report for April 2017 which was submitted in March 2018

Mean Gender Pay Gap: -3.64%

Median Gender Pay Gap: -5.73%

Mean Bonus Gap: -5.57%

Median Bonus Gap: -101.82%

Male Bonus Proportion: 34.91%

Female Bonus Proportion: 35.09%

Our Gender Pay Gap Report for April 2017 which was amended and re-published in March 2019

Mean Gender Pay Gap: -3.64%

Median Gender Pay Gap: -5.73%

Mean Bonus Gap: 2.70%

Median Bonus Gap: -117.06%

Male Bonus Proportion: 30.03%

Female Bonus Proportion: 34.70%

We were advised that some bonus payments to temporary workers were in fact additional pay for holiday or overtime. Therefore, we amended and re-published our 2018 report for the financial year 2016-2017. We are happy that the payments did not change the percentages of pay and quartiles in our previous report.

Quartile bands



Upper: 75-100% of full-pay relevant employees



Upper middle: 50-75% of full-pay relevant employees



Lower middle: 25-50% of full-pay relevant employees



Lower: 0-25% of full-pay relevant employees



Overall gender split of full-pay relevant employees (not reportable)




The quartile data shows the portion of full-pay women and men in each quartile. The percentages of these quartiles has been taken from the month of April 2017 only.

As you can see from the report above, three quarters of our quartiles are fairly comparative. However, there is a noticeable difference in the Lower Middle quartile. As a recruitment agency with a scientific and engineering specialism, we believe this difference has occurred because these industries have historically been male dominated. We strive to make positive steps to close this gap with continued partnerships within these fields.

Pay Gap

The Gender Pay Gap figures take into account the hourly rates paid to full-pay relevant employees during the month of April 2017 only.

Our figures show that on average, women earn more than men by 3.64%. At Kelly, we have a number of women with a high tenure which has played a factor in these figures. To put this in perspective, when we reviewed our length of service of employees included in this period, 19 out of the top 30 were female ranging from 10 to 28 years’ service. 

Bonus Gap

The Bonus Gap takes into account the bonuses paid to employees for a whole year from April 2016 until April 2017.

The proportion of men and women who receive bonuses is relatively even, however we appreciate that our Median bonus gap of -101.82% stands out.  

There are two distinct reasons for this bonus gap. The main factor is that a large proportion of our male workforce is engaged in temporary employment which historically does not offer the same bonus structure as other business areas reviewed.

The secondary reason is that Kelly has worked hard to create an inclusive and open culture, and we are proud to have created a platform for success. The bonuses included in this data include commission where Kelly staff have received a payment based on their performance and output. Our approach has driven a culture of high performing women and men of which we are very proud.