Gender Pay Report 2023 by Jarrold and Sons Ltd
This report by Jarrold and Sons Ltd compares gender pay data from 2021, 2022, and 2023, showcasing a reduction in the mean and median pay gap. The company emphasizes its commitment to employee development and equal opportunities. Highlights include gender pay gaps, bonus pay differentials, quartile distributions, and internal development programs for managers. The report reflects a positive trajectory in addressing pay disparities and fostering an inclusive workplace culture.
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Gender Pay Report 2023 Jarrold and Sons Ltd
Our Jarrold Purpose We believe our people truly make a difference in our business. Our investment in our colleagues is key to our vision to inspire and delight our customers with brilliant curation and outstanding experiences.
Jarrold is a privately owned business based in Norwich. The company was founded in Woodbridge, Suffolk in 1770. The company comprises retail, property, training and business services activities (incorporating security and cleaning services). Jarrold and Sons Ltd This report compares figures from 2021, 2022 and 2023.
These figures represent the difference in pay between men and women in our business and also shows our 2021/2022 figures for comparison. 2023 5.26% 2022 28.28% 2021* 24.59% Mean difference (women s hourly rate is lower) Our Gender Pay Gap Figures Median difference (women s hourly rate is lower) 2.19% 4.74% 5.26% Percentage of males who were paid a bonus 61.70% 79.66% 0.01% Percentage of females who were paid a bonus 80.63% 71.14% 0.01% Mean gender pay gap in bonus pay (women s bonus pay is higher) Median gender pay gap in bonus pay (women s bonus pay is lower) 14.31% 54.35% 87.29% 17.64% 87.29% 87.29% *Please note that these figures, with the exception of the bonus pay figures, only relate to colleagues who were not on furlough leave.
Upper quartile Upper middle quartile 30.30 45.92 Males Males 54.08 Quartile Distribution (% of male and females) Females Females 69.70 Lower middle quartile Lower quartile 4.04 Males 48.48 51.52 Males Females Females 95.96
We are pleased to see a reduction in both our mean and median pay gap and positive changes in the rest of our figures. Our Gender Pay gap is lower than the 7.7% gap recorded across the UK in 2023. (ONS, Gender pay gap in the UK 2023) Our vigilance in monitoring and aligning salaries where necessary will have contributed to this. Our continued commitment to developing colleagues will continue this work in 2023 /2024. Pay Gap overview This report considers colleague development, progression, reward, work arrangements and our commitments in 2024.
The business continues to cultivate a culture where all colleagues have equal opportunities to progress and develop in the business. All vacant positions are advertised internally, and we proactively seek to promote colleagues internally as and when opportunities arise. In 2023, we launched an internal development programme for managers called PeopleEssentials . The aim of which is to educate managers to not only be aware of and follow policy and procedure, but also how to develop an inclusive workforce for all. Skill Jarrold Training introduced Elevate in 2023. This course has been designed to support female leaders to lead with purpose, clarity and impact, as well as discussing the concept of allyship which is crucial for inclusion and equality in the workplace. The Course will be running its second cohort in 2024 and we will ensure attendance from internal colleagues. Development The menopause has continued to be a focus in 2023. Partnering with external providers has given opportunities for more discussion, workshops and learning on the topic and we have trained managers internally on the subject of reasonable adjustments to support colleagues who are experiencing the menopause. We have also communicated our intention to educated and support colleagues who are supporting someone through the menopause. This has enhanced open communication on the topic, and we will continue this work to support women to remain confident and successful in their career choices.
Progression, Reward and We are delighted to continue to be a Real Living Wage employer. This emphasises our commitment to being a people centric business. We continue to monitor salaries both through external and internal benchmarking and addressing any historical disparities. Work In 2023, we saw eight colleagues promoted into new roles. Of these colleagues, six were female. Arrangements We continue to encourage colleagues to talk about flexible working and we are proud that we can positively action almost every request that is presented to us. Our management team have been given training specifically on flexible working through our PeopleEssentials management development programme.
Our commitments in 2024 include Continue to monitor our salaries regularly Develop management and leadership training further to ensure we have an inclusive culture with equal access to opportunities across the Jarrold Group. Engage colleagues in Equality, Diversity, Inclusion and Belonging initiatives (EDIB) Adopt a new People management system to enable us to collect, collate and analyse data a more detailed level of data to inform more decisions around our colleagues, workplace and culture. Our commitments in 2024
Director of People and Culture Statement This report covers all members of staff employed by Jarrold and Sons Ltd. The report covers all levels of employees including board members. As Director of People and Culture for Jarrold and Sons Ltd, I, Laura London, confirm that the information contained within this report is accurate. Signature
