Since October 2016, organisations with 250 or more employees have to publish, on their website, information on the differences between average earnings of males and females.
The formula is complicated, but basically what it highlights are earning differentials across each level of the organisation from the 25% of people earning the least through to the 25% of people earning the most. This does not necessarily mean that men and women in the same job are paid differently. Most of the gaps are driven by an imbalance of males and females at each level. Traditionally the pay gap has been higher at senior levels as there have been fewer women in senior roles within organisations.
During the eight years we have been publishing the information we have seen a significant reduction of the gender pay gap at Great Places Housing Group, thanks to the proactive work we have undertaken to ensure equality of opportunity, learning, development and progression for women within the organisation. Over this time, for example, we have appointed two very talented females to our Executive team, both of whom came through our Graduate programme.
We also choose to publish our Ethnicity Pay Gap and Disability Pay Gap reports. Our largest pay gap exists within the ethnicity information and is driven by the fact that most of our senior team are white. Understanding the barriers to progression for our diverse colleagues is a focus for us over the next few years.
