We employ over 300 people and are required to publish our annual gender pay gap data. Although it's not required, we also choose to publish our ethnicity pay gap data.
This page shows our data from the snapshot date of 5 April 2024.
Our gender pay gap is 0.4% in favour of men
Our ethnic minority colleagues are paid 2.2% more than other colleagues
What’s a pay gap?
- The gender pay gap shows the difference in the pay between all men and women in a workforce
- The ethnicity pay gap shows the difference in the pay between our ethnic minority and white colleagues
It's a result of the roles they're employed to do and the pay associated with them.
Our pay by gender
Our gender pay gap is 0.4% in favour of men. This is lower than the 7% national average and other same sized organisations. The table below shows our results against the five reporting requirements. The dataset includes 130 females and 164 males.
| Reporting topic (in favour of men) | 2021 | 2022 | 2023 | 2024 | Difference (2023-2024) |
|---|---|---|---|---|---|
| 1. Mean gender pay gap in hourly pay | 8.2% | 8% | 3.1% | 0.4% | -2.7% |
| 2. Median gender pay gap in hourly pay | 4.3% | 1.4% | 3.8% | 2.3% | -1.5% |
| 3. Mean bonus gender pay gap | 13% | 16.1% | 7.9% | 0.1% | -7.8% |
| 4. Median bonus gender pay gap | 15% | 0% | 33.4% | 0% | -33.4% |
| 5. Proportion of males and females receiving a bonus payment | 79* | 81.5%* | 73.1%* | 82%* | +8.9% |
*This is the percentage of females who were paid a bonus. The government has clarified that the figure needed is those who received bonus up to the snapshot date of 05/04/2024 and not at a later date. All staff are paid bonus (when agreed) but depending on their start date in employment may not have received bonus pay prior to the snapshot date. (The number of new starters in 2023-24 and the date in which they start affects the percentage of staff receiving bonus at the snapshot date).
Our gender pay by quartile
The pay rates must be divided into quartiles and the proportion of males and females in each pay quartile reported. The tables below gives a comparison over a four-year reporting period.
| Quartile | 2021 (Female) | 2022 (Female) | 2023 (Female) | 2024 (Female) |
|---|---|---|---|---|
| Upper | 45% | 46% | 45% | 45% |
| Upper Middle | 51% | 52% | 43% | 39% |
| Lower Middle | 54% | 51% | 49% | 52% |
| Lower | 53% | 53% | 47% | 47% |
| Quartile | 2021 (Male) | 2022 (Male) | 2023 (Male) | 2024 (Male) | Difference in female proportion 2023-2024 |
|---|---|---|---|---|---|
| Upper | 55% | 54% | 55% | 55% | -10% |
| Upper Middle | 49% | 48% | 57% | 61% | -22% |
| Lower Middle | 46% | 49% | 51% | 48% | +4% |
| Lower | 47% | 47% | 53% | 53% | -6% |
Our ethnicity pay gap
Using the same methodology as for gender pay and the snapshot date of 5 April 2024, the headline figure in relation to the average pay of white colleagues compared to colleagues with a non-white ethnicity is that the mean ethnicity pay gap is 2.2% higher for the latter. In April 2023, the figure was 2.3% higher for white colleagues.
The median ethnicity pay gap is 0.03% in favour of white colleagues, whilst 77% of those receiving a bonus were white and 81% were of a non-white ethnicity.
Given the relatively small number of employees that this is based on (34 people), figures can change significantly with changes in workforce composition.
What we’re doing to reduce the gap
We believe diversity brings creative advantages and innovation which we encourage. We’re always looking to improve our pay gaps and attract the best candidates from all demographics.
The agreed actions to help reduce our gender pay gap further include:
- Continue to work with WISH (Women in Social Housing) and advertise all roles with them to encourage women into the organisation.
- Act on the recommendations from the Housing Diversity Network assessment to ensure the language we use in our job adverts and overall communications does not unknowingly discourage women/people with a non-white ethnicity from applying to work with us.
- Act on the recruitment review tasks contained in the first year of the Talent Management Strategy (this includes among others a focus on candidate experience, the recruitment policy and training for recruiters).