Gender Pay Gap 2020

All organisations employing over 250 people are required to publish their gender pay gap.

The gender pay gap looks at the difference in the average pay of men and women in an organisation. This is not the same as equal pay, which is where men and women are paid the same pay for the same work.

  • Our mean gender pay gap was 18.08% as of 5 April 2020.
  • Our median gender pay gap was 24.81% as of 5 April 2020.

We have reduced our mean gender pay gap from 23.04% in 2018 to 21.35% in 2019 and down to 18.08% in 2020. This is a reduction of 4.96% since 2018.

Since our first gender pay gap report was published in April 2017, we have introduced initiatives to support women in their career aspirations examples includes our innovative Women in Leadership apprenticeship scheme designed for women who want to develop world class management skills and become inspiring leaders, Women in Social Housing Group (WISH) focused on supporting women’s progress in their career, by providing a professional and friendly network giving members the opportunity to network in a relaxed, safe environment.

We are committed to building a diverse workforce at all levels of our organisation. We have focused and committed groups such as the BAME Group, LGBTQI+ Group and our WiSH Group driving change and inclusion. As of  April 2020, our workforce consists of 49% of employees from Black, Asian and minority ethnic groups. We also have an internal steering group made up of colleagues to ensure meaningful discussions are held regarding equality, diversity and inclusion. This group will continue to meet to address the issues of female and BAME representation at more senior levels, and how this is reflected in our workforce.

There have also been positive changes in addressing gender equality at our senior levels, with the appointment of more women at Group Director and Director level.

However, we are not where we want to be. Our gender pay gap reflects the growth in our provision of care and support facilities. Most of our front-line support staff are predominantly women and we have opened more schemes in the preceding year. We will continue to expand in the care sector, and this is likely to continue to have a negative impact on our future gender pay gap.

We pay a minimum of the voluntary National Living Wage and London Living Wage in all of the boroughs that we operate, and we continue to identify training needs to support the career progression of all our staff.

Download our Gender Pay Gap report