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 mean gender pay gap (GPG) and ethnicity pay gap (EPG) continue to decline steadily. The mean GPG in 2023 was 16.9%, this is down from 18.9% in 2022 and 25.2% in 2017 when JLL first began reporting these figures in the UK. The mean EPG in 2023 was 13.5% this is down from 14.3%, in 2022 and 16.3% 2020 when JLL began reporting these figures.

Both median pay gaps have increased since last year’s report – which is attributed to a number of complex reasons. The median GPG in 2023 was 16.7% compared to 15.3% in 2022 and 16.5% in 2017. The median EPG in 2023 was 13.6% compared to 10.8% in 2022 and 10.5% in 2020.   

JLL cited that the rise in the median pay gaps is due to its decision to make significant salary adjustments to its lowest paid employees (those affected most by the rising cost of living), and the targeted market adjustments it made on critical roles towards the end of 2022. These changes benefited JLL’s most junior employees and whilst they helped to reduce the mean pay gaps, the median gender pay gap increased. For EPG, the increased median has been partly driven by both improvements in JLL’s ethnicity disclosure rates and the recruitment of more ethnically underrepresented colleagues into junior positions.

Ultimately the driving factor behind the pay gaps remains representation, according to JLL. There continues to be less female and ethnically underrepresented colleagues at the most senior levels of the business. JLL continues to have many ways of seeking to address this industry challenge both within JLL and working with others across the industry.

Stephanie Hyde, chief executive at JLL UK, said: “While there’s much to be optimistic about, the pace of change remains challenging. Our mean pay gaps for gender and ethnicity are continuing to narrow. Change needs to come faster – diversity, equity and inclusion remains a priority for JLL and we continue to embed this into every element of how we operate as we strive for everyone to feel that sense of belonging where they can flourish, and our business can prosper. GPG and EPG are two of the metrics we use to show how we look after our people. There will be many other markers of success: in recruitment, career development, leadership styles, and also how we talk, consider and behave towards each other. It will take boldness and commitment from us all to make the changes we want and need to see.”

Download the full report here.