Other Policies

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Gender Pay Gap Reporting Policy

Employee Communication: Gender Pay Gap reporting

 

We are an employer required by law to carry out Gender Pay reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.

We are required to publish the results on our website and a government website. Our data, taken as at 5th April 2018 and accompanying statement is set out as follows:

We can use these results to assess:

 

• The levels of gender equality in our workplace
• The balance of male and female employees at different levels
• How effectively talent is being maximised and rewarded

 

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

Further details about how we intend to tackle our gender pay gap can be found by:

 

• Talking to your line manager
• Contacting your HR Department
• Participating in focus groups
• Looking at our company website

 

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records by contacting the Payroll Department.

You can always learn more about Gender Pay Reporting by visiting –

www.acas.org.uk/genderpay

 

Guy Daltry
Chief Executive Officer
25th March 2019

 

As a business we can confirm –

 

• Males and Females get paid the same rate of pay for the same jobs at the same level
• Our team split is represented by 55% females and 45% males
• Our median gender pay gap in hourly rates of pay for both females and males is exactly the same
• Our mean gender pay gap in hourly rates of pay as a percentage of Male pay is 22.75%
• 408 team members were paid a bonus in the reporting year
• Of the bonus payments made, the split of females and males receiving a bonus was 56% females and 44% males
• The mean gender pay gap in bonus as a percentage of Male pay was 78%, with the median gender pay gap in bonus as a percentage of Males pay being 23.6%
• As a snapshot of Pay Scales –

 

Male % Female %
• Upper Quartile 60 40
• Upper Middle Quartile 39 61
• Lower Middle Quartile 32 68
• Lower Quartile 44 56

 

We believe we are a family friendly employer, offering a range of different working patterns and encouraging training, development and promotion from within.

As a business we will continue to monitor and review our Gender Pay data, information, recruitment, promotion and bonus practices and payments to ensure, we are actively aware of any differentials that may exist, taking appropriate steps and actions where practicable and possible to support any improvements required.

 

Modern Slavery

This statement is made pursuant to section 54 of the Modern Slavery Act 2015, which requires business to state the actions they have taken during the financial year to ensure modern slavery is not taking place in their operations and supply chains.

As a business and a Board of Directors we are fully committed to playing our part in eradicating modern slavery. We firmly advocate for transparency and collaboration to eliminate the risks of modern slavery.

As a business we currently trade out of and perform work within 13 sites in the United Kingdom, purchasing goods and services from our supplier bases within the UK and throughout the world.

We believe that our trade with people across the countries we source from should have a positive impact, creating jobs and opportunities for people all over the world and in relation to this we have an Anti-Slavery & Human Trafficking Policy, highlighting the requirements and expectations of our internal and external teams, customers and suppliers.

We also have a number of direct and indirect suppliers who support the business in many different ways, to support distribution, store, warehouse and head office, the scale of these supply chains and partner relationships, gives us the opportunity to promote respect for human rights and to make a positive impact on people’s lives.

In our own operations, the majority of our team members are employed on permanent contracts, we have processes and procedures to ensure legal compliance in all that we do, with the introduction of safety protection with confidential and whistleblowing helplines, ensuring and providing training and guidance for those involved in the recruitment and management of temporary and permanent recruitment.

The greatest risk of modern slavery exists for workers not in permanent employment. We work closely with our service providers where temporary labour is needed, ensuring regular review of their policies and procedures to provide full visibility and legal compliance in conjunction with the Gangmasters and Labour Abuse Authority (GLAA) and Stronger Together initiatives to reduce any associated risks, ensuring we are fully compliant with all legislation required.

In the financial year ending 5th April 2019, we have reviewed our internal and external contracts of employments and contract agreements, reviewed all our internal policies and procedures, highlighting and training our recruiting managers, particularly in areas of potential risk with agency provision, on their responsibilities and requirements to ensure a consistent message and legal compliance.

As we enter the new financial year, the challenge for the year ahead is to commence the process of reviewing all of our suppliers within the supply chain, ensuring we obtain and review all external policies and procedures to provide a risk free working relationship and complete transparency and compliance with modern slavery.

 

Guy Daltry
Chief Executive Officer
Date 8th April 2019