Gender pay gap data 31 March 2017

Introduction

The gender pay gap is an analysis of the average pay (expressed as a mean or a median) of both men and women with the difference expressed as a percentage of the male average. A positive percentage represents a bias in favour of males and a negative in favour of females.

This report outlines The Gateshead Housing Company’s position as at the census point of 31 March 2017.

The duty to report encompasses the following areas:

  • The average gender pay gap expressed as a mean average
  • The average gender pay gap expressed as a median average
  • Bonus payment gender pay gap expressed as a mean
  • Bonus payment gender pay gap expressed as a median
  • The proportion of males and females receiving a bonus payment
  • The proportion of males and females in each quartile salary band.

Gender pay gap data

  • Mean gender pay gap in hourly pay – women’s earnings are 12.3% lower
  • Median gender pay gap in hourly pay – women’s earnings are 6.21% lower
  • Difference in Mean bonus payments – N/A
  • Difference in Median bonus payments – N/A

Proportion of men and women in each pay quartile (%)

Bonus payments

  • Women 0%
  • Men 0%

The data shows there is a greater proportion of men in the upper pay quartile compared with lower pay quartiles, and a greater proportion of women in the lower pay quartiles compared with the upper pay quartiles, therefore this has an impact on our gender pay gap.

Taking action

We are incredibly proud to have an amazing, diverse workforce and we remain committed to closing the gender pay gap within the organisation.

As both an equal opportunities and equal pay employer, we firmly believe in appointing the best candidate into the role, regardless of their gender.

We will continue to explore how we can achieve a more even gender balance within the organisation.

We will ensure our recruitment processes are all inclusive and do as much as possible to reduce the impact of implicit biases.

We will actively encourage career progression and ensure training and development opportunities are accessible to all our employees, regardless of gender.

We will continue to encourage flexible working across the company to ensure that employees have the opportunity to work in a way that supports both their career aspirations and home life.