Equality in employment
We are committed to achieving equality in employment and learning practices. We promise to:
- create an environment where differences and contributions of all are valued
- ensure every employee is entitled to a working environment which promotes dignity and respect
- ensure no form of discrimination, intimidation, bullying or harassment will be tolerated
- ensure that training, development and progression are available to all
- recognise that equality in the workplace is good management practice and makes good business sense
- review all our employment practices and procedures to ensure fairness
- recognise that breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings
- monitor and review our equality polices and performance yearly
Gender pay gap and equality monitoring
Summary of workforce
2017 - 2018 |
2018 - 2019 |
2019 - 2020 |
Target |
How well are we doing? |
|
Top 5% of earners who are female |
28.13% |
35.9% |
36% |
45% |
9% below target |
Top 5% of earners who belong to a black, Asian, or ethnic minority background |
0% |
7.69% |
8.3% |
14% |
5.7% below target |
Staff who are registered disabled |
9.27% |
8.57% |
10.42% |
12% |
1.5% below target |
Staff from a black, Asian, or ethnic minority background |
23% |
21.9% |
23.06% |
26% |
2.94% below target |
Percentage of workforce under 25 |
5.39% |
5.58% |
4.31% |
8% |
3.69% below target |
Gender profile |
Male
|
Male
|
Male
|
Male
|
1.95% above target |
Gender pay gap
Mean average gender pay gap (hourly rate)
March 2019 |
March 2020 |
March 2021 |
|
Male |
£15.17 |
£15.43 |
£16.56 |
Female |
£14.09 |
£14.08 |
£15.78 |
Gender pay gap |
7.12% |
8.74% |
4.71% |
The mean gender pay gap has reduced by almost 50% compared to 2020, now standing at 4.71%.
Median average gender pay gap (hourly rate)
March 2019 |
March 2020 |
March 2021 |
|
Male |
£15.04 |
£15.34 |
£16.01 |
Female |
£13.28 |
£13.64 |
£16.01 |
Gender pay gap |
11.7% |
11.08% |
0% |
As at the snapshot date of 31 March 2021 there was no gender pay gap between males and females employed by WH.
Salary quartiles
Lowest earners
2019 |
2020 |
2021 |
|
Male |
93 males51% |
85 males48% |
82 males50% |
Female |
88 females49% |
91 females52% |
83 females50% |
Middle earners
2019 |
2020 |
2021 |
|
Male |
100 males55% |
91 males52% |
125 males76% |
Female |
82 females45% |
85 females48% |
40 females24% |
High earners
2019 |
2020 |
2021 |
|
Male |
160 males88% |
157 males89% |
91 males55% |
Female |
22 females12% |
19 females11% |
74 females45% |
Top earners
2019 |
2020 |
2021 |
|
Male |
109 males60% |
111 males63% |
116 males70% |
Female |
73 females40% |
64 females37% |
50 females30% |
-
We've reduced our gender pay gap
We have taken steps to reduce our gender pay gap and we are proud to share that as at 31 March 2021, there was no pay gap between the average median hourly pay of our male and female employees. We are proud to be a fair and progressive employer and we've helped to bridge this gap through:
- our Age and Gender equality forum celebrating key dates such as International Women's Day
- a newly refreshed and revised mentoring programme to support professional and career development
- partnering with several recruitment organisations to develop targeted recruitment opportunities for underrepresented groups
- every recruitment panel being made up of a diverse group of staff
- work being done to support applicants with mentoring prior to the interview process
- a targeted apprentice recruitment campaign, resulting in the appointment of new apprentices
-
Our plans
There's always room for improvement to ensure we are celebrating and respecting differences, so here's what we have planned as we look forward:
- review our Equality, Diversity, and Inclusion (EDI) Strategy to ensure it is fit for purpose and the objectives support the changing landscape of housing
- review the current targets that were set against the 2011 Census to reflect the outcomes of the 2020 Census more closely
- continue use of the mentoring scheme to support staff opportunities for development and promotion for females
- review our Equality Champions structure to ensure it continues to play an important and visible role in driving awareness and belonging
- development of an Allyship programme
- embed the EDI Leadership pledge
- review collaboration opportunities with customers and partners in the city
-
Our staff
Where we are underrepresented amongst our staff, we will always state that applications from that group are welcomed when we advertise jobs. We also advertise on Proud Employers.