Gender Pay Gap

NJC welcomes the opportunity to report our gender pay gap under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Under new legislation that came into force in April, UK employers with more than 250 employees are required to publish their gender pay gap. Increasing gender pay gap transparency is a topic we’ve taken a leading position on for some time, in conjunction with our commitments to Equality & Diversity and supporting Sustainable Employment.

NJC predominately works in regions, particularly Greater London, where the prevailing Living Wage Foundation pay rate is paid to the majority of our frontline colleagues.

Being transparent about gender pay

NJC wishes to be transparent as to the issues that are causing this gap (as with many sectoral organisations, due to the nature of the work, there are male-dominated departments within the company, for example, roped access.).  We are also very clear about the steps that we shall take to ensure that our company is balanced and transparent from a gender perspective.

We are working to an action plan that we have been working on since April 2017, with accountability for its delivery sitting with our HR Director and with our Managing Director and Board Directors. The plan, which will be published within our business for our people to see and measure our progress against, comprises a number of targeted interventions including a focus on our culture.

NJC will continue to increase the number of women in its most senior roles, which is key to closing the pay and bonus gaps.

Understanding the gap

We have implemented a plan that will ensure that analysing and reporting our gender pay gap annually, will provide a critical measurement against which we can consider our progress.

Our published figures have been derived using the mechanisms that are set out in the gender pay gap reporting legislation.

We are confident that our data shows that we have identified, and are focusing on, the correct actions. It also shows that meaningful and sustained change will take time and consistent focus by our most senior leaders and a deep, and consistent communication and promotion within our business.

Our aim is for everyone at NJC to be able to build and sustain a successful career. We believe this requires a combination of deliberate actions and ensuring that we provide an inclusive culture and an agile, flexible working environment for our people to operate in.

Calculation Gap

Mean Gender Pay Gap 11%
Median Gender Pay Gap 1%
Mean Bonus Gender Pay Gap 72%
Median Bonus Gender Pay Gap 0%

Proportion of males and females receiving a bonus payment

Male 11.9%
Female 10.3%

Quartile Bands

  Top Upper Middle Lower Middle Lower
Female 29% 46% 56% 56%
Male 71% 54% 44% 44%

Bonuses paid to non-managerial employees are a fixed amount whilst bonuses paid to managers are a % of salary.