Gender Pay Gap Report 2022
Introduction
For the first time, we have recorded a median gender pay gap of -3.05 % in favour of women:
From 2017 onwards, all UK organisations employing 250 or more employees were required to publicly report on their gender pay gap.
This includes the mean gender pay gap, the median gender pay gap and the number of men and women in the different salary groups. Gender pay gap reporting does not mean that organisations are required to report on equal pay.
Equal pay issues arise when there are differences in the actual earnings of men and women doing equal work. Paradigm is an equal pay employer.
We took a snapshot of our salary data on 5 April 2022, and this returned pay gap results for a total of 535 people consisting of 275 men and 260 women (compared with a total of 502 people in 2021 consisting of 261 men and 241 women). However, 18 employees were excluded as they were not in receipt of their full contractual pay on the snapshot date as they were on periods of approved absence. The detailed analysis is therefore based on 517 employees.
For the first time, we have reported a median gender pay gap in favour of women, the results show a:
- median gender pay gap of -3.05 % in favour of women (compared with 4.37% in favour of men in 2021).
- mean gender pay gap of 4.81% in favour of men (compared with 10.92% in 2021).
The number of men and women according to quartile pay bands
| Number of employees | Males | Females | Split | Split prior year (2021) | |
|---|---|---|---|---|---|
| Quartile 1 (Lowest paid) | 129 | 40 | 89 | 31:69 | 28 : 72 |
| Quartile 2 | 129 | 101 | 28 | 78:22 | 68:32 |
| Quartile 3 | 129 | 58 | 71 | 45.55 | 51.49 |
| Quartile 4 (Highest paid) | 129 | 69 | 60 | 53:47 | 61:39 |
At headline level, our workforce remains reasonably well balanced – 51% male and 49% female. This is in line with the overall balance since the first report in 2017.
There remains a greater proportion of men (53%) in the fourth (most highly paid) pay quartile and the second pay quartile (78%). However, while the proportion of men in the second pay quartile has significantly increased, the proportion of men in the fourth pay quartile has significantly reduced year on year from 61% to 53%.
The proportion of females in the fourth (highest paid) quartile has increased by eight percentage points year on year (increasing from 48 to 60 female employees), and 22 female employees were appointed into roles within this quartile resulting in a more equal balance between female and male employees.
Mean bonus gender pay gap
| Gender | Records | Average (mean) |
|---|---|---|
| Male | 183 | £913 |
| Female | 183 | £636 |
Difference: 30.27%
Median bonus gender pay gap
| Gender | Records | Average (mean) |
|---|---|---|
| Male | 183 | £548 |
| Female | 183 | £493 |
Difference: 10.04%
The bonus was paid to employees who started before 1 April 2021 and relates to a performance period from 1 April 2020 – 31 March 2021. Therefore, it was paid to 366 people, significantly fewer than the number included in the salary pay gap measures.
The mean bonus gender pay gap can partly be explained by the fact that more women than men work part time hours. The gender pay gap regulations require us to report on the difference in the actual amount of bonus received and does not reflect the hours worked by individual employees. This is different to the gender pay gap calculations on salary which compares hourly pay rates.
If the bonus pay gap was calculated on an equalised hours basis the result would be a median bonus gender pay gap of 3% which is in line with the median salary pay gap for last year of 4.37%.
A mean bonus gender pay gap of 24.1% (calculated on an equalised hours basis) is a result of a relatively small number of bonuses at the highest end of the scale. We have analysed the performance ratings, on which bonuses are based, and found that there was not a significant difference between the number of women and the number of men receiving one of the two highest performance ratings in April 2021 (53 versus 58).
However even this relatively small difference has had a disproportionate impact on the mean bonus gender pay gap.
Our action plan
We are keen to build on our improved result and have identified the following action points:
- We will continue to focus on the factors that contribute to our gender pay gap and work towards increasingly greater equality across Paradigm.
- As part of our EDI approach, we will look at developing strategic partnerships with expert organisations, which will support us in achieving our EDI commitments, including that of gender equality.
- We will continue to place pressure on our recruitment partners for senior and specialist roles to include multiple women on their shortlists and will scrutinise our recruitment advertising.
- We will continue to review Paradigm’s broader EDI stance to ensure we provide an inclusive and welcoming environment that promotes equality and respect.
- We support, wherever we can, flexible and agile working practices to help colleagues achieve the right balance for career and home.
- We will continue to base our salaries on the market ‘spot’ salary for the role and monitor pay to ensure there is no bias towards either gender from the point of recruitment to career development opportunities.
Matthew Bailes
Chief Executive Officer
For and on behalf of Paradigm Housing Group Limited.