Gender pay gap 2020

Gender pay gap data

The gender pay gap is the difference in the average pay between men and women in an organisation. This is different from equal pay, which is the entitlement to being paid the same as someone doing work of equal value. We pay all staff members in the same role equally, regardless of gender or protected characteristics.

The information set out below is based on pay data within the group as at 5 April 2020.

Mean and median gender pay gap

The mean difference in pay was 7.3% between men and women. This means the average salary or hourly rate for men was 7.3% higher than the average salary or hourly rate for women. The average salary or hourly rate was £16.17 for females and £17.44 for males.

The median difference in pay was 9.4% between men and women. This is the difference between the midpoint hourly rate for men compared to the midpoint hourly rate for women. The median average salary or hourly rate was £14.72 for females and £16.25 for males.

Proportion of males and females in each pay band

In each pay band, or pay quartile, there are:

• 142 males and 131 females in the lower quartile
• 115 males and 157 females in the lower middle quartile
• 191 males and 81 females in the upper middle quartile
• 180 males and 92 females in the upper quartile

Proportion of bonuses

Staff who received a bonus work in the sales function of Gentoo Homes. There were 3 male and 7 female staff members who received a bonus. As a proportion of the workforce, 0.5% of the male workforce and 1.5% of the female workforce received a bonus.

The difference in mean bonus payments was 53.6%. The average bonus payment was £4,471 for females and £10,060 for males.

The median difference in bonus payments was 54.6%. The median bonus payment was £5,150 for females and £11,300 for males.

Understanding the gender pay gap

Our workforce is 57.7% male and 42.3% female. It is possible that if an organisation pays all employees equally, there may still be a gender pay gap because of the gender split within the workforce. For example, we have a significantly higher proportion of males than females currently employed in the upper (66.2%), upper middle quartiles (70.2%) and lower quartiles (52%).

We do have some roles within the upper middle quartile that have significantly higher proportion of male than female staff, and we continue to review our approach to recruitment in these areas in order to attract greater female representation.

There continues to be a slightly higher proportion of females in the lower middle quartile (57.7%).

The data for bonus payments demonstrates a significant gap in favour of males, something that has been disproportionately impacted by one male in a senior management position. This role, however, is now staffed by a female.

Reducing the gender pay gap

We have initiatives in place to reduce our gender pay gap. Our initiatives include:

• talent management
• a review of our recruitment approach to trade roles and senior positions to make sure we attract female representation in these areas
• monitoring important data in recruitment and promotions
• regularly analysing our gender pay gap data

We are committed to the principles of equality, diversity and inclusion and we will continue to review our gender pay gap data closely.

This information is accurate and was calculated using the methods set out in the gender pay gap reporting legislation.

Nigel Wilson
Group Chief Executive
March 2021