Great Places already provides both Gender and Ethnicity Pay Gap Reports and uses this information to help inform our actions around these areas. Although Disability Pay Gap reporting is not a legislative requirement, we recognise that almost 15% of our workforce has reported a disability or long-term health condition, and are voluntarily reporting this pay gap as part of our wider commitment to equality, diversity, inclusion and belonging.
This report summarises the data for all eligible permanent or fixed-term employees of the entire Great Places Housing Group structure who have confirmed their disability status. In this report the term ‘disabled’ refers to all colleagues who have identified themselves as having a disability or long-term health condition.
Having a disability pay gap does not necessarily mean that as an organisation we have acted in ways that are inappropriate or discriminatory.
Rather, it helps us identify areas of the business where further action can be taken to redress the balance and explore opportunities for positive action.
We are voluntarily publishing:
The median is the middle value and is calculated by organising all the hourly rates of pay in order and selecting the middle number.
The mean is our average pay and is calculated by adding up all our hourly rates of pay and diving by the number of colleagues.
On 5th April 2022, we employed 808 permanent or fixed-term employees.
Of these colleagues, 750 (92.7%) disclosed their disability data, and the figures reported exclude the 58 (7.2%) colleagues who have not declared their disability.
UK Baseline (2022): The latest published UK average showed a 17.2% mean pay gap for 2022
To create pay quartiles, we have listed the salary of every colleague in order and then split the list into four
equal parts to give pay quartiles. Salaries increase from quartile 1 to quartile 4. Below is the summary split of where Disabled and Non-Disabled colleagues sit in terms of the quartile pay bands:
| Quartile | Median | Mean |
|---|---|---|
| Quartile 1 | Disabled colleagues paid 7.3% more than non-disabled colleagues | Disabled colleagues paid 2.4% more than non-disabled colleagues |
| Quartile 2 | Disabled colleagues paid 4.7% less than non-disabled colleagues | Disabled colleagues paid 2.0% less than non-disabled colleagues |
| Quartile 3 | Disabled colleagues paid 1.5% more than non-disabled colleagues | Disabled colleagues paid 0.4% more than non-disabled colleagues |
| Quartile 4 | Disabled colleagues paid 2.6% less than non-disabled colleagues | Disabled colleagues paid 4.0% less than non-disabled colleagues |
Great Places is committed to reducing our pay gaps, and ensuring they are reviewed annually. As an organisation we take equality, diversity and inclusion seriously with a clear strategy in place to embrace the value of our differences, creating a culture of inclusion and ensuring fairness for all of our people.
Aligned to our EDI and our People Strategies, we will continue to create an environment that provides equal opportunities for all colleagues, irrespective of disability or long-term health conditions, to reach their career progression potential.
Continue to monitor our disability pay gap on a regular basis for Great Places Housing Group.
Continue to ensure equal access to recruitment and progression, through our Disability Confident commitment, with the view to increase our membership to Leader level (3) by March 2024.
Establish and embed a Disability Counts forum, monitoring the activity undertaken by this group.
Increase the support provided to disabled colleagues in relation to career progression.
Ensure effective adjustments and adaptations are in place to enable fair access to our Academy offer.
Deliver disability awareness and inclusive leadership training to all managers and leaders.
Continue to ensure fairness in the provision of any corporate bonus payments.
Matthew Harrison
