Arcus FM Limited Gender Pay Gap Report 2020

Arcus FM Limited (Arcus FM) is required by law to publish an annual gender pay gap report.

This is the report for the snapshot date of 5 April 2020.


A59.28%40.72%Includes all colleagues whose standard hourly rate places them in the lower quartile
B60.26%39.74%Includes all colleagues whose standard hourly rate places them in the lower middle quartile
C66.09%33.91%Includes all colleagues whose standard hourly rate places them in the upper middle quartile
D87.15%12.85%Includes all colleagues whose standard hourly rate places them in the upper quartile

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.


Under the law, men and women must receive equal pay for:

Arcus FM is committed to the principle of equal opportunities and equal treatment for all colleagues, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying colleagues equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:

Arcus FM is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within Arcus FM and the salaries that these roles attract. Within Arcus FM, there are also a number of occupations where women are generally underrepresented in those occupations and this typically results in higher pay gaps.


Most organisations currently have a gender pay gap.  The mean gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2020 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 14.6%.  At 14.54%, Arcus FM’s mean gender pay gap is almost equal to that of the UK.

The median gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2020 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 15.5%.  At 9.45%, Arcus FM’s median gender pay gap is significantly lower but remains representative of the make-up of our workforce.

The mean gender bonus gap and the median gender bonus gap for Arcus FM currently stand at 10.42% and 23.33% respectively. This is to be expected as our bonus scheme is based on a % of basic earnings and our quartile data shows that we have more males than females in the higher-earning quartiles.

The proportion of men at Arcus FM who received a bonus in the 12 months up to 5 April 2020 was 31.18%, while for women this was 14.72%.  Within the pay and reward structures of Arcus FM, there is only a limited number of colleagues in roles that have a bonus scheme as part of the reward package.  However, for those colleagues the scheme is inclusive and all colleagues within scope, regardless of gender, have equal access and terms of the scheme.


In the last 12 months, we have seen the most significant disparities balanced within both the lower and upper middle pay quartiles. In the previous reporting year, male colleagues represented 87.7% and 95.1% respectively. Male colleagues in the same quartiles now represent 60.26% and 66.09% of our workforce. While Arcus FM’s mean gender pay gap compares similarly with that of organisations across the whole UK economy, it is recognised that this position requires continual improvement, particularly within the upper pay quartile, and we need to sustain our efforts to reduce this gap. However, we also recognise that our scope to act is limited in some areas – Arcus FM, for example, has no direct control over the subjects that individuals choose to study or the career or lifestyle choices that they make.

Arcus FM’s vision is to create an environment where regardless of identity, background or circumstance, all colleagues have the opportunity to develop to their full potential, working in a safe, supportive and inclusive environment.

Diversity and inclusion is of great significance at Arcus FM and gender inclusivity is one of the key pillars within our approach. As such, we have encouraged a working group of colleagues from around the business who will focus on the promotion of diversity and inclusion, using gender pay gap analysis as one tool to define opportunities for continuous improvement.

To date, the steps that Arcus FM has taken to promote and address gender diversity in all areas of its workforce include the following:

Upon review of the data, it will be through continued efforts across the business that we address our position. Some initiatives for the coming year will include:

The challenge of the gender pay gap is complex and there is no straightforward or rapid solution, but Arcus FM has a number of initiatives to work towards eliminating the gender pay gap. None of these initiatives in isolation will remove the gender pay gap and it may be several years before the full impact is clearly evident. In the meantime, Arcus FM is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap.

I, Chris Green, Chief Executive Officer confirm that the information in this statement is accurate.

Date: 1 September 2021

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