GENDER PAY GAP REPORT

Transcription

1 GENDER PAY GAP REPORT 2017

2 Reporting BITC s pay gap Business in the Community is an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations We are committed to supporting employers to publish, understand and tackle their pay gaps and we have published guidance to support employers through the reporting process. I welcome the opportunity to publish a report on our gender pay gap, because we believe that transparency and accountability will drive change and focus efforts to tackle inequality. If companies are transparent not only about their pay gap but about the causes of these pay gaps, they can address those gaps and we will support them in doing so. The interesting thing about gender pay gap reporting is it forces you to really think through what true equality means. Ultimately, we all know the best workplace is truly diverse and completely inclusive. That s what we strive for. Amanda Mackenzie OBE CEO What is a gender pay gap? The gender pay gap shows the differences in the average pay between men and women across an organisation irrespective of role or seniority. There are two measures used the mean or median. This is expressed as a percentage of men s earnings e.g. women earn 15% less than men. The gender pay gap is different from 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. 1

3 What is our gender pay gap? 88 men 6.5% 234 women On the snapshot date (5 April 2017), 322 BITC employees across the UK qualified as full-pay relevant employees, 234 women and 88 men. Currently the national gender pay gap in the UK - released by ONS - stands at 18.4%, while BITC has found a 6.5% difference between male and female gross hourly earnings. The legislation requires employers to disclose both the mean and median pay. Mean pay difference between male and female employees 3.23% Median pay difference between male and female employees 6.5% 1 According to the regulations, employers also must show the distribution of male and female earners across the organisation s hierarchy to show where women s progression might be stalled. Percentage of women and men in each pay quartile 75% 25% Upper Quartile 65% 35% Upper Middle Quartile 74% 26% Lower Middle Quartile 76% 24% Lower Quartile 100% 0% 100% Women Men 2 1 To work out the mean, usually called the average, add up all the pay for all the employees and divide the result by the number of employees who are in the list. The mean gender pay gap is the difference between mean male pay and mean female pay. The median is the number in the middle when all the individual pay amounts are put in descending order. The median gap is the difference between the employee in the middle of the range of male pay and middle employee in the range of female pay.

4 Since the bonus pay gap is one of the biggest drivers of pay discrepancy, the legislation also requires employers to disclose the proportion of men and women who get paid a bonus and the average and median bonus paid to each gender in the 12 months before the assessment date. At BITC, employees do not receive any bonuses. Declaration I confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations Francoise Seacroft, Human Resources Director, BITC Understanding our gender pay gap 1. EQUAL PAY The gender pay gap differs from equal pay. When calculating the difference in average earnings, the gender pay gap takes into account all jobs, at all levels and all salaries within an organisation whereas equal pay deals with the differences between men and women carrying out the same jobs, similar jobs or work of equal value. We have looked at the levels of pay between men and women doing similar jobs and we know that we are rewarding people fairly. Percentage of women and men in Finance, Facilities and IT 2. OCCUPATIONAL SEGREGATION We have a degree of occupational segregation. A greater proportion of women are in campaigning and administrative roles. Women make up only 19% of IT, Finance, and Facilities jobs. Some other professional roles also have a higher proportion of men for example 40% of our Corporate Advisers are men. Women 19% Men 81% 3

5 Our organisation is female-dominated at all levels. In BITC, women make up: 73% of the workforce, compared to 67% for other third sector organisations; 75% of senior managers, compared to a national average of 34%; 55% of the Executive Team Percentage of women and men working at BITC Women 73% Men 27% Our quartiles distribution shows that women are progressing to senior roles at a much higher rate than the national average due to our flexible culture and well-paid part-time roles, however women are still under-represented at the most senior level. We have 75% of women in the lower quartile and 74% in the upper quartile. However, of the top 20 earners 60% are women. Taking action The process of analysing our pay gap has helped us to understand why and where to focus efforts. We continue to act to make sure our policies and practices are fair. We are committed to closing the gap and ensuring equality of opportunity throughout the organisation. We support publishing a report in addition to headline figures, because we believe that transparency and accountability will drive change and focus efforts to tackle inequality. Flexible working is important to us and is open to all employees. 30% of our employees are part time. Last year 96% of our flexible working requests were accepted. We believe that our approach has contributed to the significant level of women in senior roles that we have achieved. We seek to maintain this flexible approach. The charity sector traditionally attracts more women than men. However, we want to do what we can to address the gender balance in the organisation both generally and where there is occupational segregation. We are reviewing our recruitment process to ensure it is bias free. We will be consulting both male and female employees to better understand how we might achieve better balance. We are also introducing some occupational shared parental leave pay alongside our occupational maternity pay. We will continue to monitor both the gender balance and gender pay gap to see how we can progress. 4

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