See below for our gender pay gap report and our BAME pay gap report (as at 31 March 2022):
See below for our gender pay gap report and our BAME pay gap report (as at 31 March 2022):
We reviewed our gender pay gap in April 2021 and have reviewed it again each year after for all colleagues using full-time equivalent hourly pay.
|
The median gender pay gap |
Mean gender pay gap |
April 2021 |
0% |
5.36% |
April 2022 |
0% |
5.73% |
April 2023 |
0% |
3.26% |
April 2024 |
0% |
4.86% |
Formal gender pay gap reporting, which we are not required to do, requires organisations to divide their employees into quarters. This gives an indication of the representation of women at different levels within an organisation and enables us to analyse the data in more detail. Headcount has increased over the year, there were 40 colleagues in each quarter as of April 2021 and 43 as of April 22. The proportions of male and female colleagues in each quarter are shown in the following table.
|
Lower quarter |
Lower middle quarter |
Upper middle quarter |
Upper quarter |
||||
Apr 21 |
Apr 22 |
Apr 21 |
Apr 22 |
Apr 21 |
Apr 22 |
Apr 21 |
Apr 22 |
|
Female |
39% |
35% |
66% |
67% |
34% |
30% |
53% |
53% |
Male |
61% |
65% |
34% |
33% |
66% |
70% |
48% |
47% |
Women are well represented in the upper quarter, however, eight out of our 10 highest paid colleagues are male and four out of five Executive Team members are male. They are less well represented in the upper middle quarter, which is where the majority of our Trade Operatives sit, who are predominantly male.
Similarly, the majority of colleagues working in our Estates Teams are male, ie Caretakers and Grounds Maintenance Operatives, which are two of our lowest paid roles, and this is reflected in the proportion of male colleagues in the lower quarter.
Following the pandemic, we continue to advertise all our vacancies as open to flexible working and 20.5% of our team work part-time. In addition, hybrid working has become an established way of working for our office-based colleagues and we have seen an increase in flexible working requests amongst off-site colleagues.
We continue to make improvements to improve the accessibility of our recruitment processes and to widen our reach. We have a new applicant tracking system which enables us to anonymise CVs, simplified recruitment literature and a streamlined application process. We are in the process of agreeing key measures to enable us to assess the impact of these and other improvements over time.
Our mean and median pay gap falls below 1% as at April 2022.
|
Median ethnicity pay gap |
Mean ethnicity pay gap |
April 2022 | 0.77% | 0.86% |
April 2021 |
0% |
6.90% |
April 2020 |
14.04% |
3.28% |
98% of our colleagues have shared their ethnicity with us. As of 31 March 2022, 6.9% colleagues fall into the ethnically diverse group and 90.8% identified as white.
This increase in the mean ethnicity pay gap is likely due to staff movements during the year. As we have very few colleagues who identify as ethnically diverse, the gap can be significantly affected by low numbers of people joining or leaving during the year.
Note: we haven't been able to find any relevant organisations to compare ourselves with because ethnicity pay gap reporting isn't required by law.
We want to improve the diversity of our team profile to reduce this pay gap. We are working on: