JLL UK publishes gender and ethnicity pay gap report

JLL has published its joint gender and ethnicity pay gap report in the UK. The real estate advisor began reporting its gender pay gap seven years ago and its ethnicity pay gap in 2020.

The report shows that both JLL’s UK gender pay gap (GPG) and ethnicity pay gap (EPG) have narrowed.

The mean GPG in 2022 was 18.9%, this is down from 20.5% in 2021 and 25.2% in 2017 when first began reporting these figures in the UK. The median gender pay gap in 2022 was 15.3% compared to 17.9% in 2021 and 16.5% in 2017.

The mean EPG in 2022 was 14.3%, this is down from 16.3% in 2021 and 2020 when JLL UK began reporting these figures. The median EPG in 2022 was 10.8%, compared to 11.0% in 2021 and 10.5% in 2020.  

In 2021, JLL committed to gender and ethnicity targets for its UK business to address the imbalance of opportunity; believing that these important metrics will ensure that JLL keeps striving for change and holds itself and the wider real estate sector to account. The targets included:

     •  All key governance committees 35% female by 2025 

     •  35% female directors by 2025

     •  15% of employees are from ethnically underrepresented groups by 2025

     •  10% of directors are from ethnically underrepresented groups by 2025

JLL has reported that it has made progress towards achieving these targets and that at the end of 2022:

   •   Percentage of key governance committees that are female

                •  37.5% of UK Executive Board

                •  15% of Business Line Leadership Team

                •  18% of Integral Board

   •  32.3% female directors

   •  12.3% of employees were from ethnically underrepresented groups

   •  7.6% of directors were from ethnically underrepresented groups

Stephanie Hyde, chief executive, JLL UK, said: “At JLL, we want everyone to feel comfortable being themselves at work and to be more representative of the communities we serve. This annual report is one of the key indicators of our progress towards achieving this goal. It is why, for the second time, we’re reporting on our gender and ethnicity pay gaps jointly – because benchmarking matters and because we want to be visibly accountable to our colleagues and our clients.

“Our gender and ethnicity pay gaps narrowed at a slightly faster pace in the last year, but there is still lots more to be done. Transparent reporting holds us to account, and we continue to measure our progress against the targets we set ourselves to rectify the imbalance in our representation. This remains crucial to reducing both our pay gaps and creating a more diverse workplace and inclusive culture.

“Our industry remains behind the curve for diversity, equity and inclusion and we recognise our continued responsibility to make things right. Ultimately DE&I are not only a matter of reporting but also about real, transformative change on the ground, driven by actionable plans that can be applied across the business. It will take boldness and commitment from us all to make the changes we want and need to see.”