As a recruitment agency, we expect our Gender Pay Reporting figures will vary year on year because we are required to include our temporary workforce as well as our employees. These are our Gender Pay statistics relating to the snapshot date of 5 April 2020.
Gender Pay Gap:
Our pay gap remains in favour of women for the fourth year of reporting with our mean gap almost the same as 2018/19. In an ideal world, we would like to see no pay gap or a marginal one, but it’s incredibly difficult to monitor and control this when our temporary workforce pay is determined by our clients. For our employees, we are committed to fostering a work environment where all can thrive.
Employee population only:
An analysis of our permanent employees calculates a mean gap in favour of woman too. A few influencing factors are:
We are proud that our senior roles within the business are held by an equal split of men and women; senior roles come with higher remuneration (including bonus).
At Kelly, we have successful women who have long tenure.
There are 130 females compared to 93 males included in this snapshot.
We have several incentive plans at Kelly to reflect the different roles that people do. Only a small proportion of our temporary workforce are in receipt of a bonus so the difference between men receiving bonus compared to woman is affected by this. Some of our employees are on sales-based schemes and therefore, their bonus potential is dependent on individual performance. From an analysis of our employees, 8 out of the top 20 bonus earners are on a sales-based scheme.
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Director of HR & Support Services
On behalf of Kelly