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Gender Pay Gap Report 2021

J.S. Bloor (Services) Limited (“Bloor Services”) is responsible for the provision of labour, procurement of materials and home design services to a fellow Group Company Bloor Homes Limited (“Bloor Homes”). Bloor Homes is a developer of new housing and the activities of Bloor Services is therefore aligned to that of Bloor Homes.

Bloor Services and Bloor Homes are committed to the principles of equal pay for all our employees.  We value our employees and promote an inclusive and diverse work force.

Under legislation that came into force in April 2017, UK employers with more than 250 employees are required to publish annually their gender pay gap information.  The gender pay gap shows the difference in average hourly pay between women and men.  It is different to equal pay, which relates to what women and men are paid for the same or similar jobs or work of equal value.

The data below shows our mean and median hourly gender pay gap and bonus gap as at the snapshot date (i.e. 5 April 2021 (pay) and in the 12-month reference period to 5 April 2021 (bonus).  At that time, we employed 310 women and 796 men.

Statutory Data

Mean and median pay and bonus

 

Mean

Median

Gender Pay Gap (%)

27.91

20.44

Bonus pay gap (%)

6.34

-21.04

 

Proportion of employees receiving a bonus (%)

Male

Female

87

90

 
 

Proportion of employees in each pay quartile (%)

Quartile

Men

Women

Upper

90

10

Upper Middle

78

22

Lower Middle

49

51

Lower

75

25


We are confident that men and women are paid equally for doing equivalent jobs across our business.  Our gender pay gap is a result of the demographic in the construction industry, with 72% of our workforce being men.  There are fewer women across the whole business and there are also fewer women in senior management positions, which is the major factor in our gender pay gap. Due to COVID-19 we are unable to accurately compare the data from 2020 as the majority of the workforce were furloughed at the time of the snapshot.

 

In calculating the bonus gap, we are required to include commission payments as well as one off or regular bonuses.  Our bonus gap is reflective of there being more women than men in sales roles where commission payments make up a larger part of remuneration. 

Declaration: I confirm that the information and data provided in this report is accurate and in line with the UK Government’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Din Mehta

Director

 

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