Liverpool John Lennon Airport (LJLA) and Air Traffic Control Services Limited (ATCSL) aim to ensure that people are treated equally at work across all levels, departments and locations. This includes making sure that everyone has the same opportunities for reward, recognition and career development.
Diversity and Inclusion will continue to be at the centre of our People Strategy to ensure our continued success. We will work hard to create a more open and inclusive culture, recognising that differences can lead to innovation, creativity and flexibility.
We are confident that we have equal pay and proud that we have only a minimal gender pay gap for overall average pay- way below that of the national average.
This is our first Gender Pay Gap report and has been published in accordance with the GPG reporting regulations under the Equality Act (2010) (Gender Pay Gap Information) Regulations 2017 which came into force on 6th April 2017. This legislation required UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees. This report combines the data for LJLA and ATCSL. The gender pay gap is the difference in the average pay and bonuses of all men and all women in our organisation, irrespective of the job they do.
Click here to download and read the Liverpool John Lennon Airport and ATCSL Gender Pay Gap Report.
