The Company’s aim is to provide a workplace which improves the lives of all our employees through effective organisational practices and a commitment to personal development.
Equality of opportunity is at the heart of our business, and we welcome the formalisation of gender equality.
Reporting on the gender pay gap on an annual basis will undoubtedly assist Atlas Cleaning Limited in identifying the areas and issues upon which action is required to be taken and where to prioritise these actions.
Declaration
I can confirm that the Gender Pay Gap data has been calculated in accordance with the requirements of the Equality Act 2010 (Gender Pay Gap Information Regulations 2017).
Christopher Wiseley, Chief Executive Officer
What is Gender Pay Gap Reporting?
Effective 5th April 2017, every organisation in the United Kingdom employing 250 or more employees is required to report on its gender pay gap in the following ways:
- Mean and Median gender pay gaps.
- Mean and Median gender bonus gaps.
- Bonuses received by men and women proportionally.
- The number of men and women according to quartile pay bands.
The gender pay gap is the difference in average earnings between men and women.
The mean gender pay gap is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
The median gender pay gap is the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
This does not mean that companies have to report on equal pay, which is about the actual earnings variation between men and women doing equal work.
Gender Pay Gap Reports
Taking Action
At Atlas Cleaning Limited, we are committed to addressing gender disparity. We include gender pay analysis across all aspects of the business by encouraging management to consider factors that affect recruitment, pay, and performance reviews, to ensure there are no disadvantages for either male or female employees or applicants.
Where possible, we encourage flexible work practices for all employees, in line with the nature of the business, and ensure we can strike a balance between work and home life.
We continue to evaluate our commercial and business practices to ensure gender balance throughout the business, particularly in higher-paid positions. Our commitment to equal opportunities means that we do not distinguish between gender, race, age or other characteristics outlined in the Equality Act 2010 when seeking the most suitable person for a role within any part of the company.
We provide a comprehensive, diverse training programme for all management to enhance their role development and understanding of the business.