Award winning Extrastaff supply temporary driving and industrial workers to clients across the areas of our 41 offices, comprised of 19 branches and 22 onsite operations. That’s all we do.

The purpose of Extrastaff is to employ state of the art IT, professionalism and quality to this often neglected area of recruitment. To achieve this, we have built a highly professional and experienced team of people and have over 80% staff retention across the business meaning it’s very unlikely you will have a change of contact in your local office. Extrastaff now operates from 41 locations and turnover for 2020 is projected to be in excess of £60 million.

All our offices are contactable directly on the office phone number 24 hrs a day, 7 days a week, eliminating distant call centres and the need to remember mobile numbers out of hours.

In 2017 and 2018 Extrastaff gained a 2 star ‘Outstanding’ accreditation in ‘Best Companies to work for’.

In 2018 Extrastaff won ‘Employer of the Year’ at the Hertfordshire Business Awards. In 2019 Extrastaff were awarded the biz4Biz ‘Best Employment Services Provider’ and the SME Silver Award for ‘Employer of the Year’.

Gender Pay Gap Report for Extrastaff Ltd for 2019

At Extrastaff we believe in diversity and inclusion at all levels and we are pleased to present our Gender Pay Gap Report for 2019. The specific figures are below, but to make sense of them we will need to explain more about our business.

We are a nationally known recruitment business, primarily based in the South East of England. We currently operate from 35 locations, with plans for further growth this year. The business was set up in 2003 with a focus on making Extrastaff the number one high street recruiter dealing with temporary driving and industrial personnel – essentially, specialising in the blue collar sector. After many awards both local, regional and national, and significant investment we are pleased to say that we are well on the road to achieving this.

Extrastaff now directly employ over 100 valued colleagues throughout our business whose focus is on providing a high quality service to a wide range of clients from Large Blue Chip organisations through to Local Authorities. Our internal staff retention of over 80% is key to this being achieved and maintained.

In putting together this report, we have also included the many hundreds of agency workers that we engage, and who carry out duties for our clients up and down the country.

The driving sector makes up around 40% of our overall business. Drivers are paid a higher hourly rate for their work than their industrial counterparts due to the responsibilities that their job entails. In wider society the driving recruitment has reflected the types of career choices men and women have chosen to take. The historic dynamics of this sector means that over 90% of drivers are men, and whilst we have robust equal opportunities policies and procedures in place, which are regularly reviewed and rigorously enforced to ensure that there is no discrimination at work, the pool of available female LGV drivers remains very small. However, realistically and practically, we understand that it will take time to see concrete results here and that changes will not come overnight.

Direct employees of Extrastaff have exactly the same pay structure for people on the same level. In our branches, we have more women than men at manager level, and the majority of our employees are female. We currently have one female director, with three male directors. We have an equal split of men and women at senior management level. Extrastaff will always promote on merit, and we are currently focused in trying to ensure that there is true equality of opportunity for all employees at all levels.

Extrastaff is an energetic, forward thinking recruitment agency that takes pride in delivering the very best service that it can to its many clients around the country. We understand that having a contented, happy workforce is key to that. Extrastaff takes its commitment to equality of opportunity for women and men very seriously and this Report is only one small part of that.

Mean Gender Pay Gap                                1%
Median Gender Pay Gap                            2%

Mean Gender Bonus Pay Gap                  32%
Median Gender Bonus Pay Gap               37%

Male                         Female
Proportion of M/F receiving bonus pay                        2%                              15%

Quartile pay band
Lower                                                                                    77%                            23%
Lower Middle                                                                      89%                            11%
Upper Middle                                                                      79%                            21%
Upper                                                                                    90%                            10%

As the Finance Director of Extrastaff Ltd I can confirm that the data set out above is accurate as at 4th April 2019

……………………………………………….

Gary Prince