ji gender pay gap report 2018 v4 - jamie oliver€¦ ·

G E N D E R P AY G A P R E P O R TJAMIE’S ITALIAN LTD

2018

G E N D E R P AY R E P O R T I N G

WHAT IS IT AND WHAT DO I NEED TO KNOW?

This report shows the difference in the hourly rate of all our relevant male and female employees across Jamie’s Italian Limited.

The difference between this and ‘equal pay’ is that the latter exposes the difference in pay between men and women who carry out the same or similar job roles when they must be paid the same. We are confident that men and women are paid equally for the same job within Jamie’s Italian.

We have also declared our Gender Bonus Gap which is explained below.

JAMIE’S ITALIAN LTD | GENDER PAY GAP REPORT 2018

T H E P AY G A P P AY Q U A R T I L E SOur Gender Pay Gap reporting is

based on the relevant 1515 employees.Our proportion of males and females in each quartile band:

Last year we identified our highest quartile as an area to work on, and we have increased our female representation in this highest paid category from 30.4% to 35.9%, we have work to do to

make this equal but this shows our proactive attempt to reach this point.

Our gap has decreased since last year.

MEAN

11.9%

2017 2017

Male51.6%

Female48.4%

Female42.5%

Female37.2%

Female35.9%

Male57.5%

Male62.8%

Male64.1%2018 2018

4.6%

15%

3.5%

MEDIAN

LOWER MIDDLE

LOWER

UPPER

UPPER MIDDLE


T H E G E N D E R B O N U S P AY G A P

Our mean gender bonus pay gap is 18.3%. Our median gender bonus pay gap is 33.3%. Although we have improved our gender bonus pay gap since

last year, we do recognise that this is an area that needs more focus.

Our bonuses are performance based so numbers will always vary from year to year. The numbers below show that we have paid 7.3%

more of our workforce a bonus this year, than 2017.

MEAN MEDIAN

18.3%gap

33.3%gap

Relevant female receiving bonus

is 9.9%

Relevant males receiving bonus

is 12%


ATTRACTING NEW AND DIVERSE TALENT Last year we set out to hold a female chef recruitment campaign as an action from our 2017 Gender Pay Report, where we recognised we had more male Back of House employees than female. We ran this campaign on our social media channels to celebrate our amazing female chefs and attract more female candidates to the company. We shared testimonials from female chefs, showcasing inclusivity in our kitchens, culminating in one female chef creating a winning special that was then rolled out to every Jamie’s Italian restaurant in the UK. We will continue to build on the traction we’ve gained in this area going forward.

DRIVING DEVELOPMENT AND SUCCESSION PLANNING Another action we set out to achieve was to encourage development and succession planning. We have decreased the gap between males and females in the highest paid quartile by 5.5%, and since April 2018 two female directors have joined the management team. This will continue to be a key focus for us in the coming year.

WHAT WE HAVE DONE SINCE LAST YEAR


RECOGNISING AND REWARDING OUR TALENT We have identified our bonus scheme as something we’d like to improve on further. We will make changes to our review structure to simplify our performance grading system and introduce a more transparent and consistent bonus scheme.

ATTRACTING NEW AND DIVERSE TALENT We will continue to explore innovative and inclusive recruitment initiatives in order to attract more female candidates to Back of House positions in particular.

WHAT WE WANT TO DO FOR NEXT YEAR


I CONFIRM THAT THE GENDER PAY AND BONUS GAP CALCULATIONS AND THE DATA PROVIDED FOR

JAMIE’S ITALIAN LTD ARE ACCURATE.

Susan Cooper | HR DirectorMarch 2019

Jonathan Knight | CEOMarch 2019

ji gender pay gap report 2018 v4 - jamie oliver€¦ ·

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