Notting Hill Housing Trust is proud to publish its annual gender pay gap report. We are a female led organisation with a large number of women represented in senior roles. Our gender pay gap is mainly attributable to our workforce profile, but we are committed to monitoring the gap and working to reducing it.
The following data is based on information as of the snapshot date, which was 5 April 2017.
Notting Hill Housing has a median gender pay gap of 19.8% (our mean pay gap is 25.8%). A significant contributing factor to this gap is our workforce profile: 25% of the organisation is employed in a care role as Domiciliary Care Officers (DCOs) and 95% of these DCOs are women. When these DCOs are removed from the calculations the median gender pay gap falls substantially, to 6.7%.
Beyond salaries, Notting Hill Housing pays an annual bonus which is tied to the performance of the organisation that year. All employees are awarded the same flat rate, notional sum which is pro-rated depending upon how much of the year you have been employed and hours worked in the week. Therefore, there is no median bonus gap. A slight mean bonus gap of 2.7% exists as a result of these working patterns.
The pay quartiles reflect the fact that 68% of those employed at Notting Hill Housing are women. The dominance of women in the lower quartile is due to the care roles that sit in that quartile. At the other end, the upper quartile is slightly female dominated which reflects the number of women in senior posts. Unlike other organisations, our gender pay gap is not as a result of having fewer women in senior roles (the top three levels in the organisation).
We know that what we pay our DCOs contributes significantly to our gender pay gap. This is largely because the role is female dominated, in keeping with many caring roles it is relatively low paid work, and DCO pay is tied to Local Authority contracts over which Notting Hill Housing has little control. Qualified DCOs are paid the London Living Wage, demonstrating our desire to pay a reasonable living wage for this group of staff.
The remaining 6.7% pay gap is largely the result of the impact of gender on job and career choices. For example, the majority of our IT Senior Business Analysts and Project Managers are men. These roles currently command a higher salary than some of the roles that are more commonly filled by women at Notting Hill Housing at present, such as roles within the care sector or PA and EAs.
The mean gender bonus gap is 2.7% and median gender bonus gap is 0.0%. This is because the bonus is the same amount for all employees and is paid to all members of staff who were employed in the previous tax year. The mean bonus gap is marginally higher as the bonus amount earned, per employee, is variable depending on the number of months and hours worked in the period. Someone who is on part time hours, for example, will receive a pro-rata bonus.
The proportion of men who received a bonus in the twelve months up to 5 April 2017 was 83.1%, and for women this was 83.2%.
The proportion of men and women receiving a bonus is very similar and reflects the fact that the bonus is paid to all staff who were employed in the qualifying period.
Notting Hill Housing is divided into four equal-sized groups based on hourly pay rates, with the lower quartile including the lowest-paid 25% of employees and the upper quartile covering the highest-paid 25%.
It is should be noted that the split between male and female staff in the lower quartile is more marked as that quartile is 88% filled by DCOs who receive a lower market driven salary as discussed above. As identified previously the DCO role contributes to 13% of Notting Hill's median gender pay gap.
Statement and actions
Notting Hill Housing is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, 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 sex (or any other characteristic set out above).
We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work and that men and women doing jobs of equal value are also paid the same. Along with undertaking regular equal pay audits, all roles are evaluated internally and pay rates are set with reference to internal comparators and external salary benchmarking.
Rather, our gender pay gap is the result of the different roles in which men and women work within the organisation and the salaries that these roles attract in order to be competitive in the recruitment / employment market or to reflect the market rates.
Notting Hill Housing is committed to providing routes for development and progression; wherever possible providing opportunities for staff to develop their career. For example, there are a number of roles within the organisation, such as Business Analysts, into which existing female employees have been encouraged to apply in order to bring female talent into this male dominated role. Those in this position are expected to progress within the next two years and to develop into Senior Business Analysts and Project Mangers. This is one way in which Notting Hill Housing is working hard to create a strong pipeline of female talent in our upper middle quartile.
We will continue to evolve the strategies that are already in place to ensure women remain in senior roles and a strong talent pipeline across all quartiles of the organisation's pay structure is in place.
Notting Hill Housing will also continue to:
- work with our recognised Trade Union to encourage employees to raise any perceived issues about inequality within the workplace.
- monitor the impact of development programmes such as our Emerging Leaders programme – across all characteristics to contribute to a balanced talent pipeline.
- monitor the impact of the proposed merger with Genesis Housing, regularly reviewing the make up of the organisation as the merger is realised.
The information provided is accurate and was calculated using the methods as set out in the gender pay gap reporting legislation.