GENDER PAY REPORTING. The Unite Group PLC

Transcription

1 GENDER PAY REPORTING 2018 The Unite Group PLC

2 INTRODUCTION Unite Students welcomes the Government s introduction of Gender Pay Gap reporting legislation under the Equality Act 2010 (Gender Pay Information) Regulation 2017 and what it sets out to achieve. We recognise the importance of diversity and the benefits it can bring to Unite, for our employees, students and investors. Unite is aiming to make a real and sustainable difference through our diversity, equality and inclusion working group - Diversity in Action. The working group was set up in 2017 following the recognition that meaningful change would only take place through prioritising activity across the organisation. The group has the simple ambition that all employees can be their authentic selves whilst at work. During 2017 we introduced Diversity, Equality and Inclusion elearning for all emloyees as well as Unconsious Bias education for Line Managers with the ambition of driving and influencing cultural change. Gender equality is a key focus for our Diversity In Action Group, actively working with Business in the Community and to support with this work a Womens network has been recently launched. Whilst at the start of the journey, the proportion of women in our senior leadership team has increased to 37% from 30% over the past 12 months and we will continue to develop this approach. In addition we work with Stonewall and The Disability Forum, whilst being an Accredited Living Wage employer and are an Investor in People Gold organisation. We want to create a truly diverse and inclusive culture that reflects the world we live in today, and our student population; we recognise that we have more work to do to achieve this ambition.

3 OUR 2017 GENDER PAY GAP REPORT Our analysis shows that the overall difference between men and women s earnings is 23% (mean) and 12% (median) based on hourly rates at the snapshot date of 5th April At this date Unite, employed 1,425 staff with 48% female and 52% male employees. Our gender gap is the result of fewer women holding senior leadership roles than men and fewer women in highly paid technical roles. In addition, women occupy more entry level roles. If we adjust for these factors by balancing gender diversity at our Management Board level, our mean pay gap drops to 9%. Our ambition is to continue to reduce our gender pay gap. We are confident that as we make progress towards achieving greater gender balance in our senior roles our gender pay gap will reduce. Pay and Bonus Gap Difference between men and women Mean Median Gender Pay Gap 23% 12% Gender Bonus Gap 84% 33% We have a median gender pay gap of 12% which compares favourably to the 18.4%* median average for the UK, but we still have room for improvement and we are committed to taking actions to close the gap. Unite operates a small number of incentive schemes, which are all gender neutral by design, but the shape of our workforce drives our gender bonus gap in the same way that it does our gender pay gap. The number of part time opportunties across the business are more often filled by women and more often tend to be entry level opportunities therefore attracting a lower bonus. *Based on estimates from ASHE Survey 2017

4 Proportion of employees awarded a 2016 bonus M 75.3% F 77.0% All employees at Unite with more than three months service are entitled to participate in our Bonus scheme and therefore the small differential between male and female is due to the application of the length of service criteria at the point the snapshot of data was taken. This will vary each year. Pay Quartiles The proportion of females and males in each quartile in each band is as follows Q4 M 64% F 36% Q3 M 63% F 37% Q2 M 51% F 49% Q1 M 38% F 62% The gender pay gap is the result of the balance of female representation across our organisational structure. Almost 2/3rd (62%) of our lowest quartile earners are females typically working in Housekeeping roles which attract Living Wage rates of pay at entry level. Whilst there is no occupational reason for female dominance in these roles, we have found it difficult to attract males. Conversely, whilst women make up 48% of our total workforce, only 1/3 of women sit in the two highest quartiles of earners. We are working to demonstrate we are an attractive company to work for. It is important that we have a pool of candidates from all backgrounds that are reflective of both our student population and the communities in which we operate, applying for positions at all levels within Unite. We consider all perspectives to get the best person for the job. You can find out more about us on our recruitment website here: Ruth George, Group People Director

5 Richard Smith, CEO comments To build a more diverse, inclusive and gender balanced culture that reflects both our local communities and our customer base will make us a better business. It will help us to make better decisions, ensure that we are able to relate better to customers and enable us to attract and retain the best people. We believe it will help us to deliver our purpose, Home for Success to be better and do what s right. We have just started on our journey but I am confident with the energy and focus that is being demonstrated we will continue to improve and become more diverse, inclusive and gender balanced. We confirm that our data has been calculated according to the requirements of the equality act 2010 (Gender Pay Gap Information) Regulations RIchard Smith, CEO WORK TOGETHER BE BETTER DO WHAT S RIGHT SEE IT THROUGH HAVE FUN Gold Until 2019 The Unite Group plc South Quay House, Temple Back, Bristol BS1 6FL