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:
Executive Team
On the snapshot date the make-up of the Executive team was 66.6% male and 33.3% female. Changes and appointments since this snapshot date mean that, as of today, the Executive team is 50% male and 50% female.
Agile work options
We offer a variety of part-time roles and also the opportunity to undertake flexible work options (e.g. “Bank” work) which we believe helps support colleagues balance work with home commitments.
Diversity and inclusion
We have established a Diversity and Inclusion Steering Group made up of a range of colleagues from across the organisation to champion a range of initiatives, of which one will be to look at how we can continue to drive success in gender equality and inclusion.
Internal corporate support restructure
We continually review and streamline our corporate services, overall reducing the number of people who work in our corporate support services.
Candidate attraction
Our recruitment activity and our Employer Brand reflects our communities and promotes diversity and equality, ensuring the widest pool of candidates express an interest in joining our organisation.
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.
