Gender Pay Gap

Companies with more than 250 staff have to report their gender pay gap. Everyone’s salary is included in one of these bands:

Pay Distribution by Quartile* Male Female
Upper Quartile 65% (no change)  35% (no change)
Upper Middle Quartile 4o% (decreased) 60% (increased)
Lower Middle Quartile 44% (decreased) 56% (increased)
Lower Quartile 60% (decreased) 40% (increased)

*Figures for March 2021, compared to previous year

The lower quartile includes lowest-salary jobs in estate cleaning and horticulture. The upper quartile includes higher paid senior management and specialist roles.

Poplar HARCA pays men and women the same salary for doing similar jobs. The gap which exists is because we still have more men employed in the upper and lower quartiles.

What is Poplar HARCA doing to close the gap?

We continue to offer development opportunities to all our staff. In the past year we launched our GROW initiative – which required all people managers to undergo a staff coaching training programme designed to support them to hone their staff development skills. In addition to offering a range of management skills training this year we’re currently developing a new and prospective manager programme and are about to launch a reverse mentoring programme which will see non-managerial staff paired with executive team members.

Our investment in skills development and EDI initiatives is now starting to have a positive effect. Whilst our gender pay gap has increased by 0.75% to 13% this year, the median pay gap has improved. This is indicative that more women are working in higher paid roles (as evidenced by the upward trends visible in the pay percentage distributions). However, our very low turnover of staff at the top of the business (especially at the senior management level) will likely continue to restrict career progression in the short to medium term.

What about bonuses?

Poplar HARCA has a median bonus gender pay gap of -13% this year.  This positive result is principally due to only CMT (our executive team) receiving a bonus in the eligible period. Outside of CMT all eligible staff receive the same flat rate bonus.