CSR

UK Gender Pay Gap Report

Report published January 2024

Foreword

Grosvenor Services is a leader in cleaning and facilities management services, providing an integrated approach to operating and maintaining multi-faceted solutions since 1959. As a family-run business, we have remained true to our core values – striving for excellence, commitment to delivering results and working to ensure long term trusted relationships with our clients, dedicated to providing the best conditions to all of our employees.

We offer innovative solutions and quality vetted professionals who are reliable and skilled in all that they do. Our experienced team offer industry leading expertise in Cleaning & Facilities management. Our guiding principles and ideology are rooted in our people and our core values.

We truly value our greatest asset, our people. We understand the importance of having a culture that allows our people to achieve their potential. Our people are ambassadors for Grosvenor Services. They are the voice of the company. It is only through their efforts that can we deliver real value and build positive relationships with our customers. Over more than 60 years, our people have made Grosvenor Services into a successful business.

It is therefore of great importance that all of our employees are treated equally and receive equal pay for their hard work. Our report for 2023 has shown that while women are represented at senior levels within the business, we have a mean pay gap of 3.1% between men and women. This falls below the reported UK pay gap average of approx. 9% but we realise we have more work to do and remain committed as a business to reducing this gap further, as outlined in the strategic initiatives outlined within the conclusion of this report.

Our management team is spread across both the UK and Ireland, meaning that any country-specific data (such as Gender Pay data) is necessarily only reflective of those employees that reside in that particular territory. Whilst many senior leaders sit on our UK Payroll, the below data does not include other key figures within our business including a number of female senior leaders, who are instead included in our Irish Gender Pay Gap data.

2023 Report Statistics

Gender Splits

The total gender split across the UK part of the business is Male 53.9% / 46.1% Female. Split into pay quartiles, the splits are as shown in the table below:

Quartile 1

Quartile 2

Quartile 3

Quartile 4

Male

66.1%

60.6%

54.1%

34.9%

Female

33.9%

39.4%

45.9%

65.1%

Pay Gaps

The mean and median pay gaps can be found below:

Mean Pay Gap

3.10%

Median Pay Gap

0.0%

Bonus Pay

Our employee percentages for those in receipt of a performance related bonus are outlined below:

Employees in receipt of Bonuses

Males

0.0%

Females

0.0%

In line with the above figures the mean and median bonus percentages are outlined below:

Bonus Pay Gap

Mean

0.0%

Median

0.0%

Conclusion

Statutory legislation guides much of the terms and conditions of the employment of our workers, particularly their rate of pay. However, we recognise that the majority of our workforce at the operative level are women, while the next mid-level quartiles i.e. Supervisors, Area & Regional Management, have a better balance between men and women and indeed a majority of men – as seen within our first pay quartile. We believe this has led to an imbalance in the pay gap.

It is our view that recruitment focused outside of our company in our search for individuals with previous facilities management experience has led to this imbalance of men and women at management level, which is in contrast to the number of women at the operative level. We believe that a continued focus on succession planning within our mainly female fourth Quartile will lead to a better balance of women within our higher quartiles. We have had significant success with internal progression in the past year, but we have more work to do.

In line with the findings from our 2023 report, the company will implement the below initiatives across the company throughout 2024:

Re-train all hiring managers throughout the business on recruitment practices with an emphasis on equality.
Revise our annual appraisal process with a particular focus on highlighting the key operative talent across the business for further development.
Launch our Grosvenor Academy which will give our top operative talent the skills they require in order to progress into senior roles within the business.

We believe these new initiatives will aid us in our continued efforts to reduce our Gender pay gap further for our 2024 report.

Joe Maguire
Head of HR