Gender pay statement

I, Chris Jarvis, signing as a Director on behalf of Julius Rutherfoord & Co Ltd, confirm that this information is accurate to the best of my knowledge.

Julius Rutherfoord & Co Ltd supplies commercial cleaning services to buildings used by both the public sector (e.g. Courts, Schools, Universities, and Museums) and the private sector (mainly offices or large commercial property developments).

Our business operates under client-driven schedules, with approximately 90% of cleaning shifts lasting 2 to 3 hours and typically occurring either early in the morning or in the evening. These shift patterns, dictated by client requirements, limit our flexibility and significantly influence our workforce demographics, particularly affecting gender representation in lower pay quartiles where part-time and non-standard hours are predominant.

The higher proportion of women working in the lower pay quartile largely reflects broader societal patterns and employment demographics within the cleaning sector, which traditionally sees higher female representation in part-time roles. Recognising this, we remain committed to creating pathways for progression and career development to support more balanced gender representation at all pay levels within our organisation.

While our overall gender pay gap remains modest, we acknowledge a significant gender disparity in bonus payments. This gap primarily arises because roles attracting higher bonuses, often within senior management and performance-related positions, currently have higher male representation. Addressing this imbalance is a priority for us, and we are actively reviewing our bonus eligibility criteria and structures to ensure equal opportunity and fair reward across all roles.

We remain proud that the gender representation within our upper quartile remains evenly balanced, underscoring our ongoing commitment to equality in recruitment, career progression, training, promotion, and remuneration.

2024  Gender Pay Gap Data