Gender Pay Gap Report 2018/19

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A Negative Gender Pay Gap at Tai Tarian

The Government Equalities Office requires organisations such as ours to produce a Gender Pay Gap report annually. This is the second year we’ve reported and it’s especially pleasing that we can evidence significant progress on Gender Pay from the good position that we reported last year. In this report we can show that we have no median pay gap and a negative mean pay gap. This shows that, on average at Tai Tarian, women are now paid slightly more than men.

We are passionate about enabling people to develop their careers based on their individual talents and ambitions. We are also focussed around providing opportunity to a wide cross section of society, including our positive programme to provide pathways into employment in our borough for those furthest from the jobs market.

All of this means that we are making strong progress toward being an organisation that fulfils the potential of its employees. Bias of any kind has no place in our workplace and we will continually strive to make Tai Tarian an increasingly inclusive and open place for people of all backgrounds to build a career that matches their talent and ambition, regardless of their gender.

In this report you will read more about the work we’ve been doing to generate the results we are sharing with you. Being a great place to work is a fundamental component in our continued drive to be a leading provider of homes.

Linda Whittaker, Chief Executive

Data

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The key feature of our report this year is that we can show that we have a negative mean gender pay gap and a zero median gender pay gap. This is a significant step forward from our position last year when we reported a mean gender pay gap of 3.2%. Our performance compares with a median pay gap of 8.6% for full time employees in the UK, and 7.3% in Wales*

The key driver of our improved performance has been the growth in female representation in higher paid roles. During the year, 62% of the roles we recruited in the upper quartiles were filled by females. As a consequence, there was a marked increase in female representation in roles in the upper pay quartile. There was also a marked reduction in female representation in roles in the lower quartile.

While our overall workforce profile is predominantly male (65% are men), our Executive team has a 50/50 gender balance.

*Office for National Statistics: “Gender Pay Gap in the UK 2018” (October 2018)

LOWER QUARTILE

59% 41%

LOWER MIDDLE QUARTILE

69% 31%

UPPER QUARTILE

66% 34%

UPPER MIDDLE QUARTILE

65% 35%

Our

MEAN GENDER

PAY GAP IS-1.0%

Our

MEDIAN GENDER

PAY GAP IS0%

PAY QUARTILE BY GENDER FOR: PAY QUARTILE BY GENDER FOR:

PAY QUARTILE BY GENDER FOR: PAY QUARTILE BY GENDER FOR:

Our Results

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Our total workforce grew by just over 7% in the year, although our gender ratio remained constant at 65% male, 35% female. Our biggest occupational grouping is that involved in repair and maintenance of properties, which also includes a large proportion of skilled trades. Throughout the UK, these occupational groups have traditionally been male dominated, and also have the biggest gender pay gap of all occupations*

Against this context, our gender pay performance is something we’re justifiably happy with. We do not operate a bonus scheme in any part of our organisation, so our pay is transparent.

We have a number of exciting developments in progress which we expect will maintain our momentum on Gender Pay. These include:

• Working to promote skilled trades occupations and apprenticeships to female applicants.• Creating employment opportunities for long term unemployed people• Improving our succession programme, using objective evidence to identify employees with high potential so we can develop future leaders• Access to coaching and mentoring for all managers undergoing leadership training so they get guidance tailored to their needs.• Working collaboratively with colleagues in specific occupational groups to identify opportunities to evidence added value through skills development and linked salary progression.

*Office for National Statistics: “Gender Pay Gap in the UK 2018” (October 2018)

MeanBONUS

GENDERPAY GAP

not applicable

513180

333

TotalNumber

Of Colleagues

Total NumberOf FemaleColleagues

Total NumberOf Male

Colleagues

MedianBONUS

GENDERPAY GAP

not applicable

PercentageBONUS

GENDERPAY GAP

not applicable

What is thegender pay gapA gender pay gap is a measure of the difference in the average pay of men and women – regardless of the nature of their work – across an entire organisation.

It is different from an equal pay comparison which looks at the difference between the pay of men and women who carry out the same or similar work.

Under the Government’s Gender Pay Gap regulations, companies in the UK who employ over 250 people are required by law to publish their gender pay gap.

Tai Tarian employed 513 people at the snapshot date. This report looks at the six measurements that make up the Gender Pay Gap legislation; • Thedifferenceinthemeanpayoffullpaymenandwomen

• Thedifferenceinthemedianpayoffullpaymenandwomen

• Thedifferenceinthemeanbonuspayofmenandwomen

• Thedifferenceinthemedianbonuspayofmenandwomen

• Theproportionofmenandwomenwhoreceivedbonuspay

• Theproportionoffullpaymenandwomenineachofthefour quartile pay bands

Tai Tarian employed 513 people at the snapshot date of 5th April 2018

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How are the median and mean gaps calculated?Imagine all our female colleagues stood next to each other in one line in order of the lowest hourly rate to highest and imagine the same with all our male colleagues.

The median gender pay gap is the difference in the pay between the female colleague in the middle of their line and the male colleague in the middle of their line. The other measure is the mean gender pay gap which shows the difference in the average hourly rate of pay between men and women.

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Women make up 35% of our workforce, but 50% of our Executive Team”*

* At the snapshot date

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T E A MW O R K

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PROFESSIONALISM HONESTY

RESPECT

62% of appointments, to roles in the upper quartiles were to female applicants

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