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Spectrum Service Solutions Ltd. is a Commercial Cleaning and Facilities Management company.  We are an employer required by law to carry out Gender Pay Gap 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 employees’ data.

 

We are required to publish the results on our own website and a government website. We have completed this within one calendar year of 5 April 2017.

 

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

 

Gender Pay Gap Reporting requires our organisation to make calculations based on employee gender. We have established this by using our existing payroll records.

The Figures

 

 

 

Mean and Median Gender Pay Gap

 

 

The mean gender pay gap is 0.7%.

 

 

The median gender pay gap is 0%.

 

 

 

Mean and Median Bonus Gender Pay Gap

 

 

The mean bonus gender pay gap is 0%.

 

 

The median bonus gender pay gap is 0%.

 

 

 

 

The Proportion of Males and Females Receiving a Bonus Payment

 

 

0.9% of males received a bonus payment.

 

 

0.3% of females received a bonus payment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The Proportion of Males and Females in Each Quartile Band

 

 

 

Lower Quartile 

 

 

Male                      25.7%

 

Female 74.2%

 

 

 

Lower Mid Quartile

 

Male                      24.7%

 

Female 75.2%

 

 

 

Upper Mid Quartile 

 

Male                      22.8%

 

Female 77.2%

 

 

 

Upper Quartile 

 

Male                      36%

 

Female 64%

 


 

 

Understanding Our Figures

 

 

73% of Spectrum’s workforce is female which is relatively proportionate across all Quartiles except for the Upper Quartile.

 

The explanation for this is based on the level of non-contractual work we carry out which involves heavy labour such as pipe cleaning and events waste removal.  These jobs are more attractive to male employees and the type of work merits a higher pay rate.  The mean gender pay gap is, however, minimal.

 

Bonus payments of equal value were awarded to one female and one male employee.

 

Our rates of pay are not determined by the gender of applicants.  We are committed to Equality and Diversity best practice throughout the employment life cycle, building on our reputation of being a fair employer.

 

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