Agenda Item 10 Appendix 1 GPG Report - taicalon.org · Tai Calon is an equal pay employer – this...

2 www.taicalon.org Gender Pay Gap Report 2018

Contents

Gender Pay Gap Report – What Is It? ............................................. 3

Gender Pay Gap Report – Why Do It? ............................................. 3

Gender Pay Gap Report – Jargon Busting ....................................... 4

Gender Pay Gap Report – The Facts ............................................... 5

Gender Pay Gap Report – What Do the Facts Show? ................... 12

Gender Pay Gap Report – Why Do the Facts Show This? ............. 13

Gender Pay Gap Report – So What? ............................................. 16


Gender Pay Gap Report – What Is It?

Gender Pay Gap reporting was introduced in 2017 as a way of analysing pay and reward in Britain according to gender. Tai Calon’s Gender Pay Gap report will give the following pieces of key information: • The mean (average) difference in pay between women and men; • The median difference in pay between women and men; • The mean (average) difference in bonus pay between women and men; • The median difference in bonus pay between women and men; • The proportion of women and men in each pay quartile band. All information published is based on a capture date of 31st March 2018.

Gender Pay Gap Report – Why Do It?

All organisations with more than 250 employees have a legal obligation to publish their gender pay gap. Publishing our Gender Pay Gap shows Tai Calon’s commitment to openness and honesty for our employees, tenants and stakeholders alike. We are passionate about promoting equality, diversity and inclusion. We hope that by understanding more about the way we pay our employees, we can make a positive difference and ensure fair treatment to everyone.


Gender Pay Gap Report – Jargon Busting

There are some words and phrases used in Gender Pay Gap reporting that aren’t always easy to understand. This guide should help you get to grips with the jargon. Mean – Sometimes called the average. This is the value reached when we add all of our different hourly pay rates together, then divide by the total number of employees. Median – This is the value reached when we put all of our different hourly pay rates in order and select the middle value. Pay Quartile – This is the range of values we get when we put all of our different hourly pay rates in order and split them equally into four sections. Bonus – This word refers to any pay that isn’t part of someone’s normal salary. Some organisations offer bonus payments as a reward for extra work, or work of a particularly high standard. Equality – This word refers to equal and fair treatment of employees, regardless of gender or any other characteristic. Diversity – This word refers to having a healthy blend of employees, with different characteristics, personalities and opinions. Equal Pay – Equal pay means that people are paid at the same, fair rate for doing the same (or similar) jobs – regardless of personal characteristics such as gender.


Gender Pay Gap Report – The Facts

Number of Employees

Female Male

Number of Managers

Female Male

82 180

12 25


Mean (Average) Hourly Pay Rate

Female Male

Median Hourly Pay Rate

Female Male

£12.55

£13.76

£10.67

£12.88


Mean (Average) Gender Pay Gap

Median Gender Pay Gap

7.97%

17.12%


Pay Quartiles

A B

C D

Band A - £8.77 / Hour - £10.57 / Hour

Band B - £10.67 / Hour - £12.88 / Hour

Band C - £13.02 / Hour - £13.61 / Hour

Band D - £14.09 / Hour - £55.67 / Hour

Bonus Pay

Tai Calon did not award bonus pay at the time of reporting.


0.0 20.0 40.0 60.0 80.0 100.0 120.0

Manager, Director, Senior…

Professional Occupation

Skilled Trade

Assoc Professional, Technical…

Process, Plant & Machine Ops

Sales, Customer Service

Admin, Secretarial

Caring, Leisure, Other

%

Empl

oyee

Typ

esEmployee Demographic

% Female% Male

£23.66

£12.50 £12.81 £15.30

£10.80 £9.81 £10.47 £10.23

Manag

er, Dire

ctor,…

Professional

Occupati

on

Skille

d Trade

Assoc P

rofessional,

…

Process,

Plant &

…

Sales, C

ustomer S

ervice

Admin, Secre

tarial

Caring,

Leisu

re, Other

Average Hourly Rate by Job Type


Top 3 Female Under-represented Jobs

Top 3 Male Under-represented Jobs

1. Carpenter – 100% Male (14 post-holders)

1. Customer Services Advisor – 80% Female (10 post-holders)

2. Plasterer – 100% male (13 post-holders)

2. Scheme Cleaning Operative – 100% Female (6 post-holders)

3. Bricklayer – 100% Male (11 post-holders)

3. Support Worker – 100% Female (5 post-holders)

Part-Time Employees (Employees who work 30 or fewer hours per week)

Female Male

64%

36%


Gender Pay Gap Comparison

Tai Calon Median 2017

Tai Calon Median 2018

National Median 2018 (ONS – Oct 2018)

17.9% 17.1% 17.4%


Gender Pay Gap Report – What Do the Facts Show?

Tai Calon’s Gender Pay Gap report shows that female employee’s hourly pay is, on average, 7.97% less than male employees. The report also indicates that there are a higher percentage of male employees in the top three pay quartiles than female employees. The statistics also indicate that the three job types that carry the highest average hourly pay rates (Senior Management / Directors, Professional / Technical roles and Skilled Trades) are each mostly held by male employees. This is in contrast to the three job types that carry the lowest average hourly pay rates (Customer Service, Care roles and Administrative roles) which are each mostly held by female employees. The information shows that just under a third of Tai Calon’s employees are female (31.3%) however there are proportionately more females in management roles (32.4%). Tai Calon’s median Gender Pay Gap continues to be lower than the national average and has improved marginally in the last year.


Gender Pay Gap Report – Why Do the Facts Show This?

Most organisations will have a gender pay gap of some kind, whether this be in favour of male or female employees. A gender pay gap doesn’t necessarily mean that employees are being treated unfairly (see Equal Pay), however it is important that organisations consider the reasons behind a Gender Pay Gap. Equal Pay Tai Calon is an equal pay employer – this means that people in the same jobs will earn the same hourly rate of pay. Our pay rates do not change because of gender or any other protected characteristic. Recruitment Tai Calon is committed to recruiting the most talented and suitable people for the jobs we are looking to fill. When recruiting, we make decisions based on how suitable a person is for the job – not gender or any other protected characteristic. In recent years Tai Calon has refined recruitment practices to ensure that job applicants are made anonymous to managers who shortlist for job vacancies – this means that managers are not biased by gender when they recommend who we should interview. Interviews are then usually conducted by a panel that includes a HR Officer who ensures that decision making is fair, ethical and based on reliable information.


Industry As a provider of social housing, over a third of Tai Calon’s workforce are based in repairs, maintenance and trade roles which are mostly occupied by male employees. In fact, according to the Office of National Statistics, 92% of full-time skilled trade employees in the UK are male. Jobs in construction carried the largest median gender pay gap of any industry in the UK in 2017/18 (23.6%). Jobs in this industry tend to be highly skilled and often carry higher hourly pay rates because of this. This is a significant factor in Tai Calon’s Gender Pay Gap. Working Hours / Flexible Working Research by the Office of National Statistics shows that part-time jobs tend to pay less (per hour) than full-time jobs. Tai Calon has found that female employees occupy more part-time jobs (64%) than male employees (36%). This may be linked in part to caring and family commitments. Studies by the European Commission show that only 65.8% of women with young children in the EU are working, compared to 89.1% of men. Tai Calon had 6 applications for maternity / paternity leave during the 2017 / 18 year – none of whom requested to share their parental leave. Tai Calon accepted 80% of formal applications for flexible working in 2017 / 18.


Length of Service Employees with a higher number of years service tend to earn more than those with less service. This may be due to a number of factors. Many higher-paid jobs require experience whereas entry-level jobs tend to be lower paid. Additionally, those with a higher length of service may have been subject to incremental salary increases (what some people may know as a salary scale), as well as pay awards over the years for things such as inflation. At Tai Calon, the average length of service for a male employee is 14 years compared with the average length of service for a female employee which is 10.6 years. This may be another factor towards a Gender Pay Gap.


Gender Pay Gap Report – So What?

Now that we understand what our Gender Pay Gap is, and what influences it, Tai Calon needs to consider how it will respond to the information. Updating Policies and Procedures Tai Calon is committed to updating its family friendly policies and procedures – specifically those that affect parents, guardians and carers. The updated policies will ensure that employees are aware of the support and flexibility that the organisation is able to give to those with family responsibilities. This will include publishing Tai Calon’s first Shared Parental Leave Procedure – which will emphasise the ability of parents to share the balance of maternity leave between the mother and the father, thus granting greater equality. In addition to this, Tai Calon will be bringing all of its flexible working policies and procedures under one procedure that will be simple and easy to understand. Recruitment Review The HR team at Tai Calon will deliver management briefings on the subject of recruitment and selection. Part of this will be working in partnership with managers to identify roles where certain genders may be under-represented.


The HR team works closely with managers to consider where best to advertise vacancies to promote greater diversity of candidates and greater representation from all genders and characteristics. Tai Calon has also embraced diversity by becoming a disability committed employer – an initiative that supports people of all abilities to have a fair opportunity to begin and develop their careers. Female Coaching Tai Calon has developed a cohort of female coaches within the business who can provide support for colleagues who are seeking to progress and develop in their career. Tai Calon is committed to creating a culture where employees of all genders and backgrounds can aspire to develop, improve and achieve their career ambitions.


Sources:

• Office of National Statistics:

- https://www.ons.gov.uk/employmentandlabourmarket/pe

opleinwork/employmentandemployeetypes/articles/wom

eninthelabourmarket/2013-09-25


opleinwork/earningsandworkinghours/bulletins/genderpa

ygapintheuk/2018


opleinwork/earningsandworkinghours/articles/howdothej

obsmenandwomendoaffectthegenderpaygap/2017-10-06


opleinwork/earningsandworkinghours/datasets/grossweek

lyearningsbyoccupationearn06

• European Commission:

- http://ec.europa.eu/justice/gender-equality/gender-pay-

gap/causes/index_en.htm


• StaffMetrix (genderpaygap.uk):

- http://genderpaygap.uk/Industry/Overview?statistic=Medi

anHourly

• UK Government:

- https://www.gov.uk/government/news/uk-gender-pay-gap

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Agenda Item 10 Appendix 1 GPG Report - taicalon.org · Tai Calon is an equal pay employer – this...

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