Gender Pay Gap
Gender Pay Gap Report April 2019
As of April 2019 we have under 250 staff, which means we do not have to report our gender pay gap figure. However, we're so proud of it being zero we want everyone to know. More details about the report will follow.
Gender Pay Gap Report April 2018From April 2017 the UK government introduced gender pay gap reporting for all companies employing more than 250 people. At the snapshot date of 5th April 2017 Melin Homes employed fewer than 250 staff and as such we were not legally required to publish our report.
However, as part of our commitment to equality we reported on our gender pay gap and published the results on our website. Melin Homes has grown since 2017 and in April 2018 we employed 261 staff which means we are legally required to report our Gender Pay Gap for the first time.
The gender pay gap shows the difference between the average hourly pay for men and women across all roles and levels within Melin Homes.
Gender pay gap is often confused with equal pay.Equal pay is about men and woman being paid the same rate for the same work or work that is of an equal value. During this year we have undertaken a form of job evaluation to provide assurance that men and women are paid the same for jobs of equal value. This assurance is great to have but at Melin we know that our commitment to equality goes further than equal pay.
Our gender pay gap report is split into 3 sections• Melin’s gender pay gap
• Causes of the gender pay gap
• What we are doing about the gender pay gap
Melin Homes Gender Pay Gap
Gender pay gap is the difference between the average hourly pay received by men and women as at 5th April 2018.
There are two measures of the gender pay gap, the mean and median gender pay gap. Both are important measures with the median figure removing any influence of very high and very low pay.
Mean gender pay gap
The mean average is calculate by adding together all of the hourly pay rates and dividing the results by the number of employees. The mean average for both men’s and women’s hourly pay are calculated and that is the figure that we report on. In April 2018 the Melin mean gender pay gap was 7.54%
Median gender pay gap
The median is calculated by listing all the hourly pay rates in order. The median is the middle figure. The median for both male and female salaries is calculated and the difference between the two is reported. In April 2018 the Melin figure was 10.35%
No-one at Melin is paid a bonus so we have a 0% mean and median gender bonus gap.
Overall we have a very even split of men and women; 49% are women and 51% are men. In order to understand why there is a gender pay gap, we need to look at the pay of both men and women.
We do this by splitting the workforce into four equal sized bands based on hourly pay, called quartiles.
What causes our gender pay gap?
Women are over represented in quartile 1 (our lowest paid roles) and under represented in quartile 4 (our highest paid roles).
The roles in quartile 1 are our lowest paid roles. These roles include cleaners and these roles have traditionally attracted more women than men. All our 12 Cleaners are Female.
Assistant grade staff at the lower end of the pay scale (up to £11.15/hour) has disproportionate weighting towards females, 26 female and 17 male.
In this quartile the gap in the numbers of men and women is very small.
Assistants at the higher end of the pay scale are predominantly female, as are Scheme Managers.
Semi-Skilled trade team are almost exclusively male.
There are more men than women in this quartile. This is mainly a result of the trade roles and surveying roles falling in this quartile, these roles are predominantly undertaken by men.
These are our highest paid roles. Again there are more men than women in these roles. This quartile includes all of our roles from Principal Officer level up.
The gender split at manager level is 57% women (12) and 43% men (9).
The gender split at director level is Director level is 42% women (3) and 58% men (4).
The gender split at leadership level is 25% women (1) and 75% men (3).
The challenge to Melin is to move more women into quartile 3 and 4 this could be through promotion or recruitment.
We know that our gender pay gap has imporved since April 2018. If the report was based on October 2018 figures then the gender pay gap would have shrunk, with a 6.28% mean and 5.5% median.
Other factors that will impact on the figure in April 2019 are
- The transfer of a senior member of our development team to our subsidiary company, Candleston.
- The transfer of our cleaning service to another employer.
These decisions were made for strategic business reasons unrelated to gender pay, however both will make a positive difference to our gender pay gap.
We have recently changed our flexible working policy. We are keen for all staff to take advantage of the increased flexibility. It remains a fact in society that more women than men undertake a primary child caring role. The more flexibility we can offer in our roles the more direct benefit this will have for our female staff and prospective female employees.
We have a corporate objective that 25% of our new recruits into construction roles will be female within 5 years. This is a long term aim that will improve the gender balance in our trade and development roles.
We are currently working with Chwarae Teg looking at opportunities to work together on a leadership programme, as well as identifying any barriers to women in all of our people management practices and procedures.
The information contained in our gender pay gap report is correct as at the snapshot date of 5th April 2018. The report has been agreed by our Leadership Team and was approved by our Remuneration committee.
Paula Kennedy, Chief Executive 1st March 2019