Gender pay gap
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 23.04% as of 5 April 2018.
- Our median gender pay gap was 11.36% as of 5 April 2018.
We are committed to building a diverse workforce at all levels of our organisation. Since our first gender pay gap report was published for April 2017, we have done all the things that we said we would do to support women in their career aspirations. An example includes our innovative Women in Leadership apprenticeship scheme. 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 One Housing’s provision of care and support facilities. Most of our front line support staff are predominantly women. We know that other care providers report similar or higher gender pay gaps, demonstrating a national trend in this industry, rather than this being specific to us.
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 the voluntary London Living Wage in three out of six boroughs in which we operate and we hope to offer this in other boroughs in the future. Similarly, we have identified training needs to support the career progression of care staff.
We do 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 representation at more senior levels, which reflects our workforce as a whole.