Alejandro Fiocco
Alejandro's expertise lies in research and in-depth data analysis. Thanks to his past experience working as an analyst in the mining industry in Peru, he understands the commercial side of running a business and the challenges that come with embedding sustainability in organisations. He has a background in industrial engineering focused on supply chain and management. Before joining Carnstone, he completed an MPhil in Engineering for Sustainable Development at Cambridge. Alejandro is fluent in Spanish.
Alejandro's Insights…
The Gender Pay Gap: One Year On Report
In 2018 Carnstone analysed the first round of Gender Pay Gap reporting from the 350 largest listed UK companies. We have repeated and updated that analysis for 2019, again producing simple comparison tables for the FTSE 100 and FTSE 250, and again comparing companies on a sectoral basis.
Want to know who has the largest or smallest gap in your sector? This report collates the mean and median gaps, the mandatory quartile data and boils it all down into a simple single-figure rating.
Our 2018 report was widely used by HR and Governance teams wanting to know how they compared against peers. So this year, we have expanded the basic data with an analysis of the biggest movers; those companies reporting the largest rises or falls in their data, and their quoted reasons for the change.
Lastly, the report also contains some initial modelling work to try and link data to cause, by exploring some of the most common drivers of gender pay inequality and investigating the tell-tale signatures they might leave in company data.
Alejandro in our news section…
John Lewis Partnership Better Jobs
- 03 August 2021
The John Lewis Partnership Better Jobs Programme was designed to support JLP suppliers to build better jobs for the people that make their products.
The Better Jobs Programme consists of two parts: a framework that helps suppliers think about the ways they support, engage and reward their employees, and the World of Work Survey that captures the views of the employees themselves.
2020 was the second year of the programme and 45 suppliers took part, with over 1,800 responses to the World of Work Survey. This means that since inception, 52 suppliers have taken part in the framework and over 2,600 survey responses have been collected.
The programme was also piloted with 15 suppliers in China this year. Those 15 suppliers had an excellent response rate to the survey, with almost 3,000 employees taking part.
We are extremely proud to have supported the John Lewis Partnership with the Better Jobs Programme since the beginning.
To find out some of the key findings from the Better Jobs Programme in both the UK and China this year, please click here.
Helping John Lewis develop Better Jobs
- 01 September 2020
John Lewis’ Better Jobs programme aims to promote better jobs for the people involved in making their products. Over the last couple of years, we have supported John Lewis to engage with their suppliers and deliver the Better Jobs programme. We are very proud to see the programme is developing and rapidly growing, with the results for the first year showing the tangible impact it has had in promoting higher quality jobs.
In 2019, 23 UK suppliers (with a sample size of over 800 workers) took part. For 2020, John Lewis is extending it to a wider base of their UK suppliers and will aim to roll out the programme in over 20 factories in China.
Through an online portal, John Lewis’ suppliers can access guidance and dedicated resources on their new Better Jobs framework, which covers seven areas:
- Voice – ‘We want the people who make our products to be empowered to voice their opinions, ideas and concerns.’
- Growth – ‘We want the people who make our products to have the opportunity to progress.’
- Reward – ‘We want people who make our products to be appropriately rewarded through pay, benefits and recognition.’
- Security – ‘We want the people who make our products to have security within their role.’
- Job design – ‘We want the people who make our products to feel a sense of autonomy within their role.’
- Respect – ‘We want the people who make our products to feel respected by others.’
- Health & wellbeing – ‘We want the people who make our products to feel well and safe.’
The programme has been covered widely by the trade press, including articles in Drapers and the Retail Bulletin