Arcus FM Limited (Arcus FM) is required by law to publish an annual gender pay gap report.
This is the report for the snapshot date of 5 April 2021.
• The mean gender pay gap for Arcus FM 14.61%
• The median gender pay gap for Arcus FM is 8.14%
Hourly Gender Pay Gap
• The mean gender bonus gap for Arcus FM is 51.53%
• The median gender bonus gap for Arcus FM is 41.87%
Bonus Gender Pay Gap
The proportion of male colleagues in Arcus FM receiving a bonus is 76.02% and the proportion of female colleagues receiving a bonus is 69.88%.
Proportion of Males receiving Bonus payment
The figures set out above and below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Pay Quartiles by Gender
| Band | Males | Females | Description |
| A | 57.04% | 42.96% | Includes all colleagues whose standard hourly rate places them in the lower quartile |
| B | 56.40% | 43.60% | Includes all colleagues whose standard hourly rate places them in the lower middle quartile |
| C | 64.07% | 35.93% | Includes all colleagues whose standard hourly rate places them in the upper middle quartile |
| D | 86.86% | 13.14% | Includes all colleagues whose standard hourly rate places them in the upper quartile |
Proportion of employees in each pay quartile band:
What are the underlying causes of Arcus FM’s gender pay gap?
Under the law, men and women must receive equal pay for:
• the same or broadly similar work;
• work rated as equivalent under a job evaluation scheme; or
• work of equal value.
Arcus FM is committed to the principle of equal opportunities and equal treatment for all colleagues, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying colleagues equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, we:
• carry out pay and benefits reviews at regular intervals;
• have a robust job evaluation tool to ensure roles are evaluated on job content alone
• evaluate job roles and pay grades as necessary to ensure a fair structure.
Arcus FM is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the types of roles in the organisation that attract predominantly males.
The professions where we employ have a bias toward men, where the talent pool is not equally split between males and females. Inherently there has been a socio demographic of males gravitating toward engineering, with a male dominant STEM ratio of 70/30. Engineering within STEM has a higher disparity ratio of 90/100 where the engineering community is 10% female represented. As a result the proportion in higher positions would be male.
How does Arcus FM’s gender pay gap compare with that of other organisations?
The majority of organisations currently have a gender pay gap.
• The mean gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2021 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 15.40%. At 14.61%, Arcus FM’s mean gender pay gap is less than that of the UK.
• The median gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2021 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 15.1%. At 8.14%, Arcus FM’s median gender pay gap is significantly lower but remains representative of the make-up of our workforce.
The mean gender bonus gap and the median gender bonus gap for Arcus FM currently stand at 51.53% and 41.87% respectively. This is to be expected as we decided to pay a bonus to all colleagues this year, including all cleaners who are not normally eligible, in recognition of their contribution to keeping our customers safe during the Covid pandemic.
The proportion of men at Arcus FM who received a bonus in the 12 months up to 5 April 2021 was 76.02%, while for women this was 69.88%. Within the pay and reward structures of Arcus FM, the bonus scheme is inclusive and has all eligible colleagues within scope, regardless of gender.
What is Arcus FM doing to address its gender pay gap?
It is encouraging that the results are generally consistent across all quartiles. As with all reports the benefits lies with the actions Arcus FM continues to take. Our continued engagement with our teams, our investment in development and training and our commitment to fairness and equality remain and are key to addressing any gap.
While Arcus FM’s mean gender pay gap compares favourably with that of organisations across the whole UK economy, it is recognised that this position requires continual improvement. The organisation also recognises its limited scope to act in some areas – it has, for example, limited influence over the subjects that individuals choose to study or the career or lifestyle choices that they make. That said, we do engage with our social value partners and schools and colleges to engage and encourage a career in STEM.
Arcus FM’s vision is to create an environment where regardless of identity, background or circumstance, all colleagues have the opportunity to develop to their full potential, working in a safe, supportive and inclusive environment. Diversity and inclusion is of great significance at Arcus FM and gender inclusivity is one of the key pillars within our approach.
To date, the steps Arcus FM have taken to promote and address gender diversity in all areas of its workforce include the following:
• Promotion of Family friendly policies, i.e. Flexible Working Policy, Maternity Policy, Paternity Policy, Shared Parental Leave Policy, Adoption Policy, Family Friendly Fertility Treatment Policy
• Enhanced maternity and paternity pay
• Internal Talent Programmes to widen and promote opportunities for development at all levels
• Sponsorship Programmes which are open to all colleagues wishing to apply for funding for additional external qualifications, Apprenticeships, or training to support career development
Upon review of the data, it will be through continued efforts across the business that we address our position. Some initiatives for the coming year will include:
• Review of enhanced reporting on leavers and promotions linked to gender to identify any trends
• A commitment to review and assess all nominations for internal talent programmes, to ensure that there is an adequate female and diverse representation, in order to address the gender pay gap in the upper pay quartile
• The annual celebration and external promotion of the outstanding achievements made by our female colleagues linked to International Women’s Day
• Encouraging female applicants through their visual representation in under-represented roles on the company’s Career website and other marketing materials, and focused talent attraction.
• Working with external institutions and organisations to promote ‘women in engineering’
• Review of benefits and reward to ensure inclusivity and attraction for all
The challenge of the gender pay gap is complex and there is no straight forward or rapid solution, but Arcus FM have a number of initiatives to work towards eliminating the gender pay gap. None of these initiatives in isolation will remove the gender pay gap and it may be several years before the full impact is clearly evident. In the meantime, Arcus FM is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap.
I, Chris Green, Chief Executive Officer confirm that the information in this statement is accurate.
Signed
Date: 21st March 2022
