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 2018 |
March 2019 |
March 2020 |
|
Male |
£14.64 |
£15.17 |
£15.43 |
Female |
£13.21 |
£14.09 |
£14.08 |
Gender pay gap |
9.8% |
7.12% |
8.74% |
The mean average gender pay gap has increased to 8.74%. This is because:
- more females are in part-time roles, which are lower-paid than full-time roles nationally
- our trades workforce is mainly male
- the under-representation of females in higher-paid roles
Median average gender pay gap (hourly rate)
March 2018 |
March 2019 |
March 2020 |
|
Male |
£14.74 |
£15.04 |
£15.34 |
Female |
£12.94 |
£13.28 |
£13.64 |
Gender pay gap |
12.21% |
11.7% |
11.08% |
The median average gender pay gap has reduced slightly to 11.08% following the promotion of eight female employees, and two female new starters appointed to roles that fall within the top 5% of earners.
Salary quartiles
Lowest earners
2018 |
2019 |
2020 |
|
Male |
93 males52% |
93 males51% |
85 males48% |
Female |
86 females48% |
88 females49% |
91 females52% |
Middle earners
2018 |
2019 |
2020 |
|
Male |
99 males55% |
100 males55% |
91 males52% |
Female |
80 females45% |
82 females45% |
85 females48% |
High earners
2018 |
2019 |
2020 |
|
Male |
140 males78% |
160 males88% |
157 males89% |
Female |
39 females22% |
22 females12% |
19 females11% |
The high proportion of males in high earning roles can be attributed to the trades workforce, which is predominately male.
Top earners
2018 |
2019 |
2020 |
|
Male |
132 males74% |
109 males60% |
111 males63% |
Female |
46 females26% |
73 females40% |
64 females37% |
The high proportion of males in top-earning roles can be attributed to the make-up of our senior leadership and management teams, as well as our trades workforce.
-
Reducing the gender pay gap
We are committed to taking steps to address the gender pay gap and we are proud to be a fair and progressive employer. We have helped bridge this gap by:
- attending career and jobs fairs
- promoting women in construction
- hosting work experience placements
- the creation of an Age and Gender staff forum
- inclusive job advertising
- diversifying our recruitment panels
- developing a mentoring scheme to support staff from all walks of life to further develop their potential
-
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.