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Gender Pay Statement

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

We understand that for our people and business to be successful, both today and in the future, we need to support and encourage everyone every single day.

We continue to ensure there are tools and opportunities in place for everyone to reach their full potential. We strive to achieve objective workplace decisions, free from bias and based solely upon work criteria and individual merit.

Clarity Housekeeping Ltd focus on recognition and development for everyone.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing People (HR) and payroll records. All employees can confirm and update their records if they choose to by viewing our website or contacting Central Support Head Office on 01934 514350.

Clarity Housekeeping is an equal opportunities employer and offer a pay structure based on individual site requirements, irrespective of gender.

To complete our report, we have looked at out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

The median gender pay gap at Clarity Housekeeping Ltd in 2023 is 4.76%.

Internally we presently employ more women (84%) than men (16%).

Our results show that overall, our mean/median gender pay gap is negligible in size at: Mean 3.85%, Median 4.76%

Most housekeeping industry workers are female, something which we are inherently affected by and have little effect of changing now or in the immediate future.

Maintaining and addressing our gender pay gap is extremely important to us. We recognise our gender pay gap and are continuously committed to developing and delivering actions to maintain and address this gap in our business, over the long term, our People Director has strategies in place that ensure GPG remains a key focus for Clarity Housekeeping.

To reduce our pay gap, we will continue to encourage people, regardless of gender, to apply for roles at Clarity Housekeeping Ltd.

  • We are regularly reviewing all job adverts and job descriptions to ensure they are gender neutral, attractive, and factual for all.
  • We actively promote flexible working opportunities wherever possible.
  • Our leadership team participate in equality and diversity training, to provide insight and clear guidance throughout our business.
  • All new starters, no matter what job title, are recruited under the same conditions and their earning ability depends on their success, ambition, motivation and as their career progress as individuals.
  • All internal employees are encouraged to grow and earn to their full potential. We are in partnership with HIT Training and run a very effective Apprenticeship scheme for employees at all levels.
  • We are passionate about raising the profile of careers in facilities management, whilst driving career development opportunities throughout Clarity Housekeeping Ltd.
  • Our Director of People works closely with the DWP and often participates in working parties to highlight our industry and the challenges we face.


We strive to continually improve our gender gap and will publish the results again in April 2024 as required by the government initiative on equal pay.

We continue to be fully committed to reducing our gender pay gap and providing greater opportunities for women to progress into senior positions.

We are committed to the training and development of employees in middle-management roles over the next 12 months.

I confirm the information in this statement is accurate to the best of my knowledge at the time of production and I confirm that these calculations and supporting narrative are accurate at time of publication.

Ian Byrne

Director of People.