JLL has introduced a Race Action Plan to combat the lack of ethnicity across its business and the 16.3% pay gap identified by its first ethnicity pay gap report.
The report, published today, reveals a mean ethnicity pay gap of 16.3% and median ethnicity pay gap of 10.5%. It also shows that the ethnically underrepresented make up just 9.4% of JLL’s overall workforce and only 6% of senior leadership. The results are based on a 73.5% response rate.
The report shows that a key reason the pay gap exists is a lack of ethnically diverse representation at senior level. The firm said it was clear it needed to do more and believes that collecting data and reporting its ethnicity pay gap – which is not yet mandatory – would give it the focus to hold itself accountable.
“Our ethnicity pay gap is too high and we are striving for better,” said UK chief executive Stephanie Hyde. “Now we have the data, we can build on our response rate and use the data to inform our race action plan. It is all part of us working towards a more diverse and inclusive culture and we recognise there is still lots to do. Ultimately, we want JLL to be a place where people feel like they belong and thrive, and that all individual differences are valued.”
JLL’s Race Action Plan sets out fresh targets for the company to achieve in an attempt to narrow – and ultimately eliminate – its ethnicity pay gap. These include ensuring that 15% of employees and 10% of directors are from ethnically underrepresented groups by 2025.
Kweku Yankson, head of UK HR at JLL, said: “This is the first year we are reporting our ethnicity pay gap and from the outset we are taking immediate action to narrow our pay gap. The real estate industry has historically been slow to react, and we are prepared to be proactive and make a stand to force change for the benefit of all.”
Earlier this year JLL, in response to its gender pay gap figures, committed to ensuring that 35% of directors are female and all key governance groups are 35% female by 2025.
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