Gender Pay Gap Reporting
What is Gender Pay Gap Reporting?
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016 came into force on 1st October 2016 requiring all employers who employ 250 or more employees to publish, on their website, their overall mean and median gender pay gaps.
In companies with a group structure, each legal entity is required to report its data if it employs more than 250 people. As at 5th April 2018 and discounting all exceptions, only Great Places Housing Group (legal entity) employed more than 250 people and is therefore required to publish data in 2019. Alongside publishing the data for Great Places Housing Group as a legal entity we will publish data for Great Places Housing Association and Great Places Housing Group Limited (entire group) as we did in 2018. This report summarises the data for all eligible permanent or fixed term employees of Great Places Housing Association; Great Places Housing Group Limited and Great Places Housing Group (entire group);
Understanding the data
Having a gender pay gap does not necessarily mean that as an organisation we have acted inappropriately or discriminatory.
We are required to publish;
- the difference in the median hourly pay of men and women, expressed as a percentage;
- the difference in the mean hourly pay of men and women, expressed as a percentage;
- the difference in mean hourly bonus pay, expressed as a percentage;
- the proportion of men and women who received bonus pay; and
- the percentage of men and women in each of four quartile pay bands.
The median is the middle value and is calculated by organising all of the hourly rates of pay in order and selecting the middle number.
The mean is our average pay and is calculated by adding up all of our hourly rates of pay and diving by the number of colleagues.
To create pay quartiles, we have listed the salary of every colleague in order and then split the list into four equal parts to give pay quartiles. Salaries increase from quartile 1 to quartile 4.