AGENCY 2000 LIMITED trade as MEM Recruitment from three local offices and more than 95% of our people work for Clients in the surrounding areas as Temporary workers. A company of our size is required to publish data on the gender pay gap of our payroll. This gives an indication both to us and to the wider community of how fair we are in paying male and female staff and to guide us on areas where we may improve this.
We trade as MEM Recruitment from three local offices and more than 96% of our people work for Clients in the surrounding areas as Temporary workers. For this group taken separately, the vast majority of workers in our company, the gender pay gap based on mean (average) hourly pay is 2.1% and on median hourly pay is 1.2%
The equivalent figures for the company as a whole, including salaried office staff, are published below. In this period, 54.7% of our headcount were male and 45.3% female.
Our principal area of concern, although it affects only a very few staff in total, is to encourage more females on our permanent payroll into the Client-facing roles that would offer them performance bonuses. We have started action to address this concern.
|Our organisation’s 2017 to 2018 gender pay gap data|
|Difference in mean hourly rate of pay||5.8%|
|Difference in median hourly rate of pay||1.9%|
|Difference in mean bonus pay||-18.8%|
|Difference in median bonus pay||-23.7%|
|Percentage of employees who received bonus pay||Male
|Employees by pay quartile||Male||Female|
|Upper middle quartile||57.7%||42.3%|
|Lower middle quartile||51.3%||48.7%|
|Person responsible in our organisation|
Operations Manager – confirmed as to accuracy
|Size of our organisation|
|Number of employees within our organisation||250 to 499|