More than 50 years of service
Dall cleaning services PLC prides itself on treating all colleagues fairly and equally and welcomes the government action on gender pay inequalities in the workplace.
60.17% of Dall’s workforce are women 39.83% of Dall’s workforce are men
2.05% Mean gender pay gap in hourly pay 9.55% Median gender pay gap in hourly pay
–20.84% Mean bonus gender pay gap 0.00% Median bonus gender pay gap
Proportion of colleagues receiving bonuses
4.76% Female colleagues
4.20% Male colleagues
Proportion of colleagues per pay quartile
62.34% Female colleagues
37.66% Male colleagues
Lower Middle Quartile
74.03% Female colleagues
25.97% Male colleagues
Upper Middle Quartile
47.95% Female colleagues
52.05% Male colleagues
60.49% Female colleagues
39.51% Male colleagues
61.20% Female colleagues
38.80% Male colleagues
The mean gender pay gap is 2.05% which is significantly lower than the UK average (18.4% according to ONS). Our median pay gap is 9.55%.
We work in a female dominated industry where operatives are on the same wage regardless of their gender.
As we are a contract cleaning company we are subject to TUPE regulations on many of our contracts. Under TUPE staff are transferred by law, maintaining pay rates and hours, from one cleaning provider to another when a contract is transferred or awarded.
The vast majority of our workforce is cleaning staff (91.55% of relevant staff at the snapshot date). Accordingly, under TUPE regulations there is a restricted opportunity to address a gender pay gap should it arise in this section of our workforce.
Only a small proportion of our workforce received a bonus in the last financial year. Due to only such a small proportion of our workforce receiving a bonus, this leads to a very skewed result when reporting by gender.
The mean bonus payment for women was 20.84% higher than for men and the median bonus payment for women was the same for men.
We have taken this opportunity to review all the bonuses awarded in the year, and we are satisfied that they were awarded based on performance achievement rather than showing a bias towards our female employees.