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] 157KB 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 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 services. 

 

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 2020, our workforce comprised 72% females and 28% males.

 

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

We 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 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.