Believing in accessibility for all

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
64.59%

Female
35.41%

Male
62.72%

Female
37.28%

Male
63.03%

Female
36.94%

Male
65%

Female
35%

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 males

51%

85 males

48%

82 males

50%

Female

88 females

49%

91 females

52%

83 females

50%

Middle earners

 

2019

2020

2021

Male

100 males

55%

91 males

52%

125 males

76%

Female

82 females

45%

85 females

48%

40 females

24%

High earners

 

2019

2020

2021

Male

160 males

88%

157 males

89%

91 males

55%

Female

22 females

12%

19 females

11%

74 females

45%

Top earners

 

2019

2020

2021

Male

109 males

60%

111 males

63%

116 males

70%

Female

73 females

40%

64 females

37%

50 females

30%

 

  • 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.

    Employment monitoring profiles 2019