We have many exciting opportunities for highly motivated, enthusiastic and fashion conscious people who are looking to join our team, both at our head office in South Manchester and in-stores across the UK and Republic of Ireland.
1. Take a look at our current vacancies on Indeed Jobs: click here to view.
If you are looking for a new challenge and think that you could add that extra sparkle to our Jon Richard family, please send your CV to careers@jonrichard.com
The helpful stuff….
The fun stuff…
Jon Richard is committed to privacy for everyone who wishes to apply for any of its vacancies. Under the General Data Protection Regulations 2018, we must comply with certain requirements which are designed to ensure that any Personal Data you provide to us is processed with due care and attention and in line with legal requirements.
What data do we collect during the recruitment process?
Should you wish to apply for a role with Jon Richard, we ask that you submit personal data about you to help in the recruitment process; this will be in the form of a CV. Whilst you draft this document yourself and submit this to the business, and therefore have overall control over what personal data you wish to submit, this data can consist of information including your work and education history, name, address and e-mail address.
We process this personal data as necessary to aid the recruitment process. You CV will be forwarded on to the relevant recruiting manager for review, and they will make a decision whether to progress your application, based on your relevant skills and experience.
We do not collect or ask for any categories of sensitive personal data in the initial stages of our CV sifting and interviewing process.
Why does the organisation process personal data?
The organisation needs to process data when to entering into a contract (of employment) with you.
In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
The organisation has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the organisation to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job.
The organisation will not use your data for any purpose other than the recruitment exercise for which you have applied.
Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area with a vacancy and IT staff (if access to the data is necessary for the performance of their roles).
The organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you.
The organisation will not transfer your data outside the European Economic Area.
How is this data safeguarded?
The organisation takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is only accessed by authorised employees in order to appropriately perform their duties.
How long do we retain your personal data for?
If your application for employment is unsuccessful, the organisation will hold your data on file for 3 months after the end of the relevant recruitment process. If you agree to allow the organisation to keep your personal data on file, the organisations will hold your data on file for a further 3 months for consideration for future employment opportunities. At the end of that period or once you withdraw your consent, your data is deleted or destroyed.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.
Your rights
As a data subject, you have a number of rights. You can:
· access and obtain a copy of your data on request;
· require the organisation to change incorrect or incomplete data;
· require the organisation to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing; and
· object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing.
If you would like to exercise any of these rights, please contact our Data Protection Officer dpo@jonrichard.com or write to Data Protection Officer, Jon Richard Ltd, Tilson Road, Manchester, M23 9GF.
If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner.
How do you retract your CV from the recruitment process, should you change your mind?
You can contact us to request for your CV to be retracted from the recruitment process at any time. Simply send an email to careers@jonrichard.comor contact our recruitment team on 0161 946 4400.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, the organisation may not be able to process your application properly or at all.
March 2018
Jon Richard aims to attract and retain the best people. Like our customers, our employees are vastly diverse in terms of age, nationalities and backgrounds.
We are proud and committed to promoting equality throughout our business, including equal pay for equivalent roles.
Background
Whilst we treat all candidates that apply to work for our business equally, as a jewellery retailer, our workforce is predominantly female both at store level and at our Head Office. However there are more males working at our Head Office than in stores on our Concessions.
Rates of Pay at our Head Office are generally higher than those within our warehouse and stores divisions, and as more males work at our Head Office than in these other divisions, this causes an imbalance in our data. It is also important to note that this report focuses on hourly rates of pay and not full benefit packages.
Our results
Gender Pay Gap 27.1%
Mean calculation 0.2% Median calculation
| Women’s Bonus Pay 123.4% Higher
Mean calculation 13.4% Lower Median calculation
|
Who received bonus pay 1.6% Male
0.5% Female
| |
The mean is the average of all the Rates of Pay in the dataset.
The median is the middle value of a set of data; it is shown at the midpoint when a set of data is written out in order.
Pay Quartiles illustrate the gender distribution across our workforce.
Top Quartile 6.6% Men
93.4% Women
Upper Middle Quartile 5.3% Men
94.7% Women
Lower Middle Quartile 7.3% Men
92.7% Women
Lower Quartile 1.3% Men
98.7% Women
|
The fact that our workforce is predominantly female is because we largely attract applications from females. We tend to find, throughout the recruitment process, that this is due to their strong interest in jewellery and wanting to work for a brand that they genuinely would be proud to represent.
In addition to the above, women are often underrepresented in senior roles; however we have a strong ethos in ensuring that there is a strong female representation at the executive level within our business.
How we promote Fair Pay
We are confident at Jon Richard that men and women are paid equally for carrying out equivalent roles and in order to ensure that we are consistent, we have several policies and processes in place, such as; Equal Opportunities and Fair Treatment Policies, Structured Pay Bandings and Annual Performance Reviews. In addition we promote our flexible working process and have a number of staff who work flexibly.
Our store employees who are responsible for recruitment also have recruitment guides and standard interview templates, to assist them in recruiting fairly.
All of our policies and processes are regularly reviewed by our Human Resources Team to ensure that they are kept up to date and amended if necessary.
We continue to focus on Gender Pay ensuring that we are never complacent. We will continue to promote our policies and process throughout the business to ensure equality.
I confirm the data reported is accurate. 
Louise Yates
Managing Director
