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Gender Pay Gap Report 2018

Gender pay gap reporting legislation requires legal entities with 250 or more employees to publish statutory calculations every year showing the pay gap between their male and female colleagues.

The snapshot date – 5 April 2017

On 1 April 2017 we on-boarded over 2,000 new colleagues across a number of services nationwide (this included services in Bath & North East Somerset and Essex). That same day, we reached the end of contracts to provide other services in Surrey, meaning just under 1,500 colleagues transferred out of our organisation to other providers. This means our workforce changed by 68% overnight on 1 April 2017.

The snapshot date for the purposes of Gender Pay Gap reporting therefore reflects the position as it stood for our organisation a few days after we inherited a large number of colleagues on a variety of protected terms and conditions (including different rates of pay).

Steps we’ve taken since the snapshot update:

What we’re planning to do next:

As part of a complete review of our people policies, we’re going to examine whether there are any opportunities to further support colleagues balance their work and home commitments through, for example, shared parental leave, job-sharing, part-time working and term-time only opportunities. This should support female colleagues wanting to progress their career with us where we currently see the level of females in senior leadership roles drop off.

We’re launching a number of new ways to help colleagues reach their full potential through developing and launching bespoke Leadership Programmes and apprenticeship schemes. This will include coaching and mentoring to encourage and promote internal progression into our senior management group and Executive Team.

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