Northwards Housing is required by law to carry out Gender Pay Reporting on an annual basis in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Reporting is based on a ‘snapshot’ date of 5 April 2020 and must include:
- the difference between the mean and median hourly rate of pay of male and female employees
- the difference between the mean and median bonus pay received by male and female employees
- the proportions of male and female employees who were paid a bonus, and
- the proportions of male and female employees in the lower, lower middle, upper middle, and upper quartile.
It is worth emphasising that a ‘Gender Pay Gap’ is not the same as an issue of ‘Equal Pay’. The gender pay gap therefore does not stem from paying men and women differently. Rather, it is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.
The tables below provide the information that is required to be published in line with the legislation cited above and is based on the snapshot date of 5 April 2020.
Gender pay gap
Gender Pay Gap (difference in hourly pay)
Mean: 11%
Median: 13.8%
This is the percentage difference between the mean (average) and median (middle value) hourly rate of pay of male and female employees. A positive percentage shows that, on average, female employees are paid less than male employees. The closer to 0, the lower the Gender Pay Gap.
Bonus Pay
Northwards Housing does not make any Bonus Payments which fall within the definition of Bonus for the purpose of Gender Pay Gap reporting.
Pay quartiles by gender
Gender Split with each Pay Quartile
| Hourly Pay Quartile | Male | Female |
|---|---|---|
| Upper quartile | 55.1% | 44.9% |
| Upper middle quartile | 53.9% | 46.1% |
| Lower middle quartile | 35.2% | 64.8% |
| Lower quartile | 39.3% | 60.7% |
The table above shows the percentage of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands. These quartiles have been calculated by working out the hourly pay for each employee and then ranking them in order from lowest to highest paid. This list is then divided (as equally as possible) into four sections to provide the above.
Northward Housing’s mean gap of 11.0% and median gap of 13.8% is below the mean and median gap for the UK of 14.6% and 15.5% respectively (ONS, Gender Pay Gap in the UK: 2020). However, there is a commitment to further reducing its pay gap.
The proportion of low paid staff within the gender pay gap calculations has a disproportionately high impact on the overall Gender Pay Gap. These roles are often part-time. Employment in these positions follows the national trend of being predominantly female and has a significant impact on the Northward’s overall pay gap.
