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 2020.

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 4.6% in favour of men.

This is lower than the 15.5% national average and similar to 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 2020
1. Percentage of men and women included in pay gap 48.7% Female
51.3% Male
2. Average hourly pay gap 4.6%
3. Median hourly pay gap 6.3%
4. Proportion of men and women receiving bonus pay 75%*
5. Average bonus pay gap 22%**
6. Median bonus pay gap 0%

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

**This reflects the fact that we have more women in part time roles and the bonus is calculated pro-rata to the number of hours people work.

Our gender pay by quartile

Quartile Female Male
Upper quartile 57% 43%
Upper middle quartile 40% 60%
Lower middle quartile 56% 44%
Lower quartile 53% 47%

From June 2019 to 5 April 2020 we had a high number of new starters. As a small organisation, this resulted in our pay gap and quartile figures changing. The most notable change is the increase in the percentage of females employed in the lower quartile and this has attributed to an increase in our gender pay gap.

Our ethnicity pay gap

6.3% of colleagues are from an ethnic minority background.

These colleagues are paid 8.8% more than colleagues who’re from a white, unstated or ‘other’ background. This is because a higher percentage of our ethnic minority colleagues are in more senior roles which are within the upper quartile.

Ethnicity pay gap 2020
Average hourly pay gap 8.8%
Median hourly pay gap 3.6%
Average bonus pay gap 8%
Median bonus pay gap 0%

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.

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 2020-2021 we took the following actions:

  • Promoted us as an employer of choice through our website
  • Encouraged women to apply for non-traditional roles e.g. trades and some professions
  • Targeted our recruitment and advertising strategies to encourage women to apply for our roles
  • Promoted our family friendly policies

We’re not stopping there though and we’re working to:

  • Establish a community event programme to provide people with information about working with us
  • Become an Accredited Living Wage employer
  • Create an innovative graduate and apprenticeship scheme to recruit, develop and retain the next generation of social leaders
  • Develop a management and future leaders programme
  • Review our recruitment process to make sure we’re attracting and appointing a diverse range of colleagues to the organisation including the introduction of anonymised recruitment.
  • We know that gender pay is a complex social issue, but one we’re determined to tackle. We believe fair pay should encompass all groups and we’re already busy working on how we can reduce the pay gaps.
    Our Chief Executive, Ashley Hook