Gender and Race Pay Gap Report

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 and Race Pay Gap Report[pdf] 6MB is available now online and to download.

Gender Pay Gap Report - Summary

This is Estuary’s annual gender pay gap report for the snapshot date of 5th April 2021

Our mean gender pay gap is 23%.

This has slightly increased from 19.7% in 2020, but decreased from 26.7% in 2019. There has been a 1.5% increase in male staff in 20/21.

When breaking down the mean gap further between Care & Support and Office staff, the gap for C&S is 6.8% and for Office 18.2% - again, this evidences an increase compared to the previous year (in 2020 the gap was 15.1% for Office and 1.3% for C&S).

  • Our median gender pay gap has decreased to 29.6% (compared to 30.7%in 2020 and 30.3% in 2019)
  • Our mean gender bonus gap is +17.6%(compared to 49.9% in 2020, and 55.9%in 2019)
  • Our median gender bonus gap is 0%(compared to 0% in 2020, and 75% in2019)
  • The proportion of male employees receiving a bonus is 8.8% (this was 12.2%and 26% in 2020 and 2019 respectively), and the proportion of female employees receiving a bonus is 20.6%.

At a Glance

  • 23% Mean gender pay gap
  • 18.2% Office gender pay gap
  • 6.8% Care and Support staff gender pay gap.

Pay Quartiles By Gender

This table shows our workforce divided into four equal-sized groups based on hourly pay rate. Band A includes the lowest-paid 25% of employees (the lower quartile) and band D covers the highest-paid 25% (the upper quartile).

Pay quartiles by gender
Band Male Female What's included in this band?

A
(lower quartile)

25%

2020: 19%
2019: 30%

75%

2020: 81%
2019: 70%

All employees whose standard hourly rate is within the lower quartile
B
(lower middle quartile)

28%

2020: 23%
2019: 12%

72%

2020: 78%
2019: 88%

All employees whose standard hourly rate is more than the lower quartile but the same or less than the median
C
(upper middle quartile)

30%

2020: 35%
2019: 34%

70%

2020: 65%
2019: 66%

All employees whose standard hourly rate is more than the median but the same or less than the upper quartile
D
(upper quartile)

38%

2020: 35%
2019: 34%

62%

2020: 65%
2019: 66%

All employees whose standard hourly rate is within the upper quartile

A quartile is one of four equally sized groups created when you divide a selection of numbers that are in ascending order into four. The "lower quartile" is the lowest group. The "upper quartile" is the highest group.

The figures in this table have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Why Do We Have a Gender Pay Gap?

Summary of the Data Findings

Estuary is a diverse business with a predominantly female workforce. As at 5th April 2021 the total workforce comprised as follows:

98 men (30%) 2020: 95 (28%) 2019: 108 (30%)
230 women (70%) 2020: 240 (72%) 2019: 256 (70%)

The split between Office and Care and Support (including Bank) was:

Split between Office and Care and Support staff
  Office Care and Support
Male 60 (2020 - 54) 38 (2020 - 41)
Female 101 (2020 - 94) 129 (2020 - 146)
Total 161 (2020 - 148) 167 (2020 - 187)
  49% of total workforce (2020 - 44%) 51% of total workforce (2020 - 56%)

There is very little change from 2020, 2019 and 2018 in the make up of our staff. Total Staff Turnover was 23% as at 31st March 2021.

A large part of our service provision is within our Care and Support directorate, where we employ the majority of our staff (129 female and 38 male staff).

It is recognised nationally that the care and support market is predominantly female in its workforce. Skills for Care report that the care sector as a whole in 2021 comprised 83% female and 17% male staff.

Bonus Pay Gap

During the reporting period preceding April 2021, the proportion of men in the workforce receiving a bonus was 8.8% (2020: 12.2%) (2019: 26%) and the proportion of women who received a bonus was 12% (2020: 26%) (2019: 74%).

Bonuses reported for 2021 relate only to our Long Service Awards (which are fixed sums irrespective of gender) and there were no performance awards.

The Mean Bonus Pay Gap for Estuary is -17.6% (2020: 49.9%) which means that the average sum paid to women was nearly 1/5th more.

We are committed to equal opportunities and equal treatment for all employees, regardless of gender, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

We have a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or anything else listed above).

Comparison and Moving Forward

What are we going to do to continue to address our gender pay gap?

We are not happy with our gender pay gap even though it compares favourably with others in our sector.

We are committed to doing everything we can to reduce the gap. However, we also know this is a difficult task. For example, we have no control over what people choose to study or the career choices that they make. The next section outlines our action plan.

 

Action Plan

Estuary will continue to work to eliminate its gender pay gap. Our action plan for the next year will include:

  1. In April 2020 we achieved our aim that our lowest hourly rate would be greater than the National Minimum Living Wage.
    Maintaining these hourly rates requires continued work with commissioners of our services (Local Authorities and NHS partner agencies) to agree sustainable hourly rates for the services we provide and recognition of the value of these support and care roles.
  2. Continue to develop options for recruitment which support the attraction of diverse applicants.
    This will go hand-in-hand with our commitment to agile working, offering more flexibility for both male and female prospective applicants.
  3. Estuary has historically ensured that the senior management team has a good representation of both male and female Directors, and will continue to ensure, through career progression support and recruitment options, that maintain that equal balance where possible.
    The same applies to all roles across Estuary irrespective of seniority, whilst also seeking to recruit the best possible person for the job.

Any further initiatives launched throughout the year will be reported on the company intranet and/or other all-employee communications.

Race Pay Gap Report

This report provides an initial insight into whether there is a Race Pay Gap within Estuary as at 5th April 2021.

As yet, there is no legal requirement for organisations to report on race pay gaps; we have therefore undertaken this review as good practice as part of our Equity, Diversity and Inclusion monitoring.

Headcount Profile

The table below set out headcount data as at 5th April 2021 in relation to race.

Headcount data in relation to race 2021
  Office Care and Support Total Bank
Race

White = 73% (98)
BAME = 4% (6)
U = 23% (31)

White = 48% (76)
BAME = 39% (60)
U = 13% (21)
White = 60% (174)
BAME = 22% (66)
U = 18% (52)
White = 38%
BAME = 53%
U = 9%


Key: BAME: Black and Minority Ethnic
U: Undisclosed

In terms of race, Estuary is primarily White, amounting to 73% of people in Office roles and 48% of people in Care and Support. There is a larger disclosed Black and Minority Ethnic (BAME) population in Care and Support at 39% of headcount, and just 4% in non-Care and Support operations.

However, in the non-Care and Support business there is a noticeable 23% of employees who have chosen not to disclose their race, and this is 13% in Care and Support.

Some people of all races object to disclosing this information on principle, others may have other reasons, possibly linked to fears of discrimination.

It’s notable that this information is gathered as part of the recruitment process where some people fear that they may be rejected on grounds of race or other areas of prejudice, so they choose not to disclose this information.

Pay Comparison Between White and BAME Employees

What is the average pay comparison between White and BAME employees?

Average hourly rate for employees who have disclosed their racial identity:

Average Hourly Rate Broken Down by Racial Identity
  Office Care Bank All
Male White £22.93 £11.07 £8.92 £19.48
Male BAME £23.45 £10.63 £8.98 £12.61
Female White £18.64 £10.46 £8.98 £14.96
Female BAME £20.63 £9.58 £9.50 £10.78
All Male £22.96 £10.91 £8.96 £18.09
All Female £18.77 £10.17 £9.38 £13.93

 

Average Pay Gap Analysis
  Office Care Bank All
Male BAME to White +2.3% 4% 0.7% 35.3%
Female BAME to Female White +10.7% 8.4% +5.8% 28%
BAME Female to BAME Male 12% 9.9% +5.8% 14.5%
BAME Male to All Male +2.1% 2.6% 0% 30.3%
BAME Female to All Female +9.9% 5.8% 1.3% 22.6%

Observations and Action Plan

  • The pay gap amongst Office employees is positive for BAME employees
  • This is likely due to some BAME employees working in senior, higher-paying roles
  • There is a pay gap between men and women within BAME-only employees
  • At 12% this is lower than the overall Pay Gap of 23%

Action Plan to Address our Race Pay Gap

  1. Estuary continues to monitor the Race Pay Gap and publishes a Race Pay Gap report alongside the Gender Pay Gap report on an annual basis
  2. Estuary makes best endeavours in the attraction and recruitment of non-White candidates for more senior roles in Care and Support, whilst also appointing the most appropriately skilled and experienced person
  3. The large number of undisclosed responses relating to race may distort the figures. We are committed to doing more in order to encourage people who have not disclosed their race identity at recruitment to do so on joining, in order to reduce the number of undisclosed responses.