City West Support Services Ltd is committed to equality; we aim to create a culture that is diverse, promotes positivity, and instils a can-do attitude in everyone, no matter their background or characteristics, both for our staff and for the clients we work with.

We aim to ensure that, in employment, we do not discriminate on the grounds of any of the 9 protected characteristics. We oppose all forms of unlawful and unfair discrimination and strive, in partnership with our clients, to achieve working environments free of discrimination and prejudice.

Our approach on pay is to remain competitive against the external market but to be transparent and fair. Your pay at City West depends upon the role you are employed to carry out, the relevant qualification the individual holds or proven relevant experience and the level of responsibility they have within their role.

City West has a diverse and multi-cultural workforce; we employ mainly cleaners, many in part time, local roles. These staff are predominantly, but not exclusively, female.

We have applied for London Living Wage accreditation and pay the LLW for roles based in London.

We have a flat management structure with a few supervisory and management roles in the operational function and a small number of professional support staff in finance, HR and health & safety. These managerial and corporate jobholders are predominantly male.

Our pay data as of 5th April 2018:

Median Gender Pay Gap – 0%

Mean Gender Pay Gap – 9.84%

Median Gender Bonus Gap – 29.41%

Mean Gender Bonus Gap – 77.51%

Proportion of males receiving a bonus – 7.88%

Proportion of females receiving a bonus – 7.33%

The Gender Pay Gap has closed since April 2017 and The Gender bonus Gap has closed significantly.

The mean Gender Pay Gap increased slightly from 2017 as City West introduced an additional bonus award at the end of 2018 and males were nominated for the top 3 awards.

In respect of quartiles:

  • The proportion of females in the upper quartile has doubled since last year,
  • The proportion of men and women in the lower middle quartile has now evened out, with roughly a 50/50 split
  • Other quartiles have remained split roughly as before.

We will continue to monitor to ensure our pay arrangements are transparent and fair. We confirm that our data has been calculated according to the requirements of The Equality Act2010 (Gender Pay Gap Information) Regulations 2017.

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