Gender Pay Gap

Gender Pay Gap

From April 2018, all organisations employing over 250 employees were required to publish their Gender Pay Gap figures to a government portal. The Gender Pay Gap looks at the difference in the average pay of men and women in an organisation. This is different from Equal Pay which is where men and women are paid the same pay for the same work.

Our full Gender Pay Gap[pdf] 143KB report is available now. 

Why is there a gap?

Simply because our services span a wide range e.g. care and support, repairs and maintenance, new homes development and corporate services (such as IT, Finance and HR). In each of these areas the skills required and the market rate for pay is very different. We have more women than men in front-line care and support and nursery services, where salaries are often lower due to external market factors, such as the contract price set by commissioners of our services (mainly local authority and health partners). Further analysis of the data shows no underlying concerns for us other than the disproportionate amount of women within our care and support and nursery services. Women make up 66% of our upper quartile roles and 66% of our upper middle quartile roles.

How does this affect equal pay at Estuary?

The Gender Pay Gap difference is not the same as equal pay. It reflects how women and men are spread throughout the organisation. It does not indicate that men and women doing the same work are paid differently – it shows us that a bigger proportion of women are in lower paid roles. We annually reviews all salaries and ensure that men and women undertaking the same role receive the same hourly rate for the job. 

What is Estuary’s workforce split?

As of April 2019, our workforce comprised 70% females and 30% males.

What is the plan for addressing Gender Pay Gaps in the future?

We are committed to ensuring we continue to annually review our salaries and undertake equal pay audits and, going forward, to closing the Gender Pay Gap that exists in our workforce where possible. We have a range of policies to facilitate flexible working (such as Enhanced Maternity Pay, Shared Parental Leave, Paternity Leave, Carers Leave, Flexible Working policy) and staff benefits (such as paid sick leave and carers leave, career breaks) to assist those with caring responsibilities. Our Training and Development opportunities (including sponsored qualification routes) are not gender specific and are tailored to individual requirements.

We plan to:

  • Continuing to increase the pay of lower paid roles to exceed the National Living Wage in 2020 (for all genders)
  • Continue to develop options for recruitment to include more diversity, flexibility and gender neutrality – encouraging more males into current female dominate service areas where this is possible
  • Monitor recruitment specifically for inclusivity and gender bias – whilst ensuring that we recruit the best person for the job at all times
  • To provide leadership development options specifically for women that addresses known gender differences relating to confidence, imposter syndrome, assertiveness, personal presence and speaking up.