Our gender pay gap explained
The reason for our Gender Pay Gap is that women hold fewer senior positions than men. While women make up 51% of our workforce, they only occupy 38% of the upper segment, which attract the highest level of remuneration.
- Salary data shows a reduction in our mean pay gap (-3.1%) and an increase in our median pay gap. This can be attributed to lower/lower-middle income employees being furloughed, of which women make up 56%
- The impact of the pandemic can be seen in bonus data, with fewer employees receiving a bonus overall. This has had an impact on the data, which shows both the mean and median were reduced.
- Despite these contributing factors, the JDX median gender pay gap of 11.8% remains below the 2020 UK median gender pay gap of 15.5%
Our action plan
Identifying a gender pay gap does not necessarily mean there is an equal pay issue within an organisation and at JDX, we are confident that all our people are paid equally for all equivalent work regardless of gender, race, or any personal characteristics.
There are several reasons for a gender pay gap. Commonly, it is caused by a gender imbalance at the different levels in the organisation. We have recognised that this is the case within JDX.
To eradicate the gender pay gap completely there are several things that need to be done, many of which are outside the control of employers like JDX. Long term-plans to address cultural and gender biases towards certain professions and roles in society are in place to continue to combat pay gaps, however this may take time to filter its way through society.