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NCHA’s Gender pay gap report

March 2019

Gender Pay Gap Report

NCHA is required by law to publish an annual gender pay gap report. NCHA has reduced the mean gender pay gap by 2.4% since the report published in 2018, this is our report for the snapshot date of 5 April 2018.

  • The mean gender pay gap is 17.4% 
  • The median gender pay gap is 21.8% 
  • The mean gender bonus gap is -17.6% 
  • The median gender bonus gap is 0% 
  • The proportion of male colleagues in NCHA receiving a bonus is 11% and the proportion of female colleagues receiving a bonus is 14% 
The proportion of men and women in each pay quartile

Quartile  Men  Women  Description 
1. Lower quartile  24%  76%  Includes all colleagues whose hourly rate places them at or below the lower quartile
2. Lower middle quartile  28%  72%  Includes all colleagues whose hourly rate places them above the lower quartile but at or below the median
3. Upper middle quartile  37%  63%  Includes all colleagues whose hourly rate places them above the median but at or below the upper quartile
4. Upper quartile  44%  56%  Includes all colleagues whose hourly rate places them above the upper quartile

What are the underlying causes of our gender pay gap?

NCHA has reduced the gender pay gap by 2.4%, which represents a 12% improvement from the report published in 2018. The following issues still contribute to the gender pay gap:

  • Women are still under represented in more senior roles at NCHA. Our workforce gender split is 66.6% women and 33.4% are men. However women occupy only 59.4% of managerial roles and represent only 56% of the upper quartile of our pay bands.
  • Women are disproportionately over represented in the lowest quartiles (quartile 1 & 2). If there was an even distribution of women across our pay quartiles then we’d expect to see 10% fewer women in quartile 1.
Gender pay gap is different to equal pay

Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The gender pay gap shows the difference in the average pay between all men and women in a workforce.

NCHA is committed to the principle of equal opportunities and equal treatment for all colleagues, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. As such we use a gender neutral job evaluation scheme to grade roles and determine pay.

Our gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

Across the UK economy, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. Women are also more likely to work part time, and part time work is often concentrated at lower ends of the pay spectrum. There are fewer opportunities for part time work at higher levels of the pay spectrum.

This pattern from the UK economy as a whole is reflected in the make-up of NCHA’s workforce, where the majority of front-line colleagues are women, while the majority of line manager and senior manager roles are held by men. For example 82% of part time colleagues at NCHA are women but only 18% of roles in the upper quartile of pay (quartile 4) are done on a part time basis.

Occupational segregation; This is considered the main reason for our gender pay gap. Women are over represented in lower paid care roles in NCHA (Care and Support has approx. 75% women vs 25% men). Men are over represented in higher paid roles e.g. building and maintenance where they make up nearly 100% of the workforce. These two factors, combined, make a major contribution to our gender pay gap.

What is NCHA doing to address the gender pay gap?

While NCHA’s gender pay gap is similar to the UK average we are not complacent about this, and we are committed to doing everything that we can to reduce the gap. To date, NCHA has taken the following steps to promote gender diversity in our workforce;

  • Enhanced maternity pay to encourage those taking maternity leave to return to work 
  • Terms and conditions that support work life balance including paid urgent/domestic leave, flexible working and benefits aimed at improving health and wellbeing 
  • Anonymising applicant data to reduce potential for unconscious bias in recruitment 
  • Training managers about unconscious bias
  • Monitoring workforce data to understand: 
      • the proportions of men and women in managerial roles at NCHA; 
      • the proportions women leaving the organisation and their reasons for leaving; 
      • the numbers of men and women in managerial roles; 
Reducing the pay gap is not a quick fix and it may be several years before we make further inroads into the improvements we have made in the first year.

In the meantime, we are committed to reporting on an annual basis the impact on reducing the gender pay gap. NCHA is committed to reducing the gender pay gap and will over the next 2 years:

  • review our pay arrangements, with the goal of simplifying, where possible (work started late 2018) 
  • review how we will increase the representation of women in higher paid roles and men in care and support roles 
  • work with colleagues and trade unions to achieve these changes 
Gender pay gap report 2018