We employ over 250 people and are required to publish our annual gender pay gap data. Although it's not required, we also choose to publish our ethnicity pay gap data.

This page shows our data from the snapshot date of 5 April 2022.

What’s a pay gap?

  • The gender pay gap shows the difference in the pay between all men and women in a workforce
  • The ethnicity pay gap shows the difference in the pay between our ethnic minority and white colleagues

It's a result of the roles they're employed to do and the pay associated with them.

Our pay by gender

Our gender pay gap is 8% in favour of men.

This is lower than the 14.9% national average and other same sized organisations however, we're working to eliminate the gap.

The table below shows our results against the six reporting requirements.

Gender pay gap 2022
1. Percentage of male and female included in pay gap 47.7% female
52.3% male
2. Average hourly pay gap 8%
3. Median hourly pay gap 1.4%
4. Proportion of men and women receiving bonus pay 81.5%*
5. Average bonus pay gap 16.1%
6. Median bonus pay gap 0%

*Includes all colleagues who received bonus up to the snapshot date.

Our gender pay by quartile

Quartile Female / Male 2022 Female / Male (%)
Upper quartile 46% / 54%
Upper middle quartile 52% / 48%
Lower middle quartile 51% / 49%
Lower quartile 53% / 47%

Our ethnicity pay gap

10.5% of colleagues have a non-white ethnicity.

These colleagues are paid 2.9% more than colleagues who’re from a white, unstated or ‘other’ background. This is because a higher percentage of our colleagues who have a non-white ethnicity are in more senior roles which are within the upper quartile.

This pay gap is based on a small number of employees, so any changes have a significant impact. To make sure all colleagues are paid fairly, we benchmark all of our salaries against the external market every three years.

We continue to put diversity at the centre of our recruitment processes. We're now shortlisting candidates without personal details being available to recruiting managers, and all colleagues must complete unconscious bias training. In addition, recruiting managers must complete recruitment training before taking part in any recruitment activity.

What we’re doing to reduce the gap

We believe diversity brings creative advantages and innovation which we encourage. We’re always looking to improve our pay gaps and attract the best candidates from all demographics.

During 2023-24 we'll be working towards:

  • Establishing a community event programme for customers and stakeholders, including increasing our presence at schools and colleges
  • Have in place an innovative Graduate and Apprenticeship Scheme to recruit, develop and retain the next generation of social leaders
  • Make sure that a diverse range of colleagues have the opportunity to be part of our Management Development Programme and Introduction to Management Programme
  • Release our Great Place to Work Offer which will outline our overall employment package including reward, learning and development, culture and wellbeing
"We know by working on our pay gaps, it'll help us achieve the benefits of having a diverse, inclusive workforce. It’s encouraging to see our mean and median pay gaps reduce. We’re not stopping there though, we've set out the actions that we hope will help reduce these gaps further. These will build on our successful Living Wage Accreditation achieved in 2022."
Our Chief Executive, Ashley Hook