26918 Blue Arrow Gender Pay Gap Report FINAL - Flipbook - Page 4
Our business context
As one of the UK’s largest and earliest specialist staf昀椀ng companies, we place
nearly 70000 people in Admin, Call Centre, Driving, Warehouse and Catering at any
one time, employing thousands of workers on behalf of our clients.
The make-up of our workforce
Our own permanent employees made up 4.56% of the relevant full pay employees included in our gender pay calculations
on 5th April 2023. Of our permanent employees, 63% are women.
The pay of our workers
Included within our overall calculation is the pay of our temporary workers. The pay rates of these workers are very broad and
are usually set by the client. They vary depending on the type of role, the level, and the industry. At the time of the snapshot date
95.44% were temporary workers whose pay structure and rate is set by the client, which largely impacts our overall 昀椀gures.
Variations in working practices and demographic trends
As we represent so many sectors, there are variations in how people are paid – some have low gender pay gaps as hourly pay
rates are 昀椀xed so are not in昀氀uenced by gender-based factors, some attract high bonuses, and some have more men in higher
paid roles. When taking into account combined pay including bonus, we have a higher percentage of women in the upper quartile
which has contributed to both median and mean pay gaps being in favour of women. For our permanent workforce, this in part
is due to the high percentage of female senior leaders and managers we have in the business, which attract higher levels
of salary and bonus.
BLUE ARROW
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GENDER PAY GAP REPORT
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