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Gender pay gap report 2020

This is our first gender pay gap report and presents a snapshot of our organisation 4 months into our first year of operations, as of 31 March 2020.

Gender pay gap report 2020

Snapshot date: 31 March 2020

This is our first gender pay gap report and presents a snapshot of our organisation 4 months into our first year of operations, as at 31 March 2020.

The gender pay gap is the difference between the average (mean or median) earnings of men and women across a workforce. It is a measure of the roles across our organisation, not of the difference in pay between men and women in the same job role.

For this data, by 'mean' we are referring to the overall average. The term ‘median’ is the middle point of the data set.

Our sample

This data represents our employee headcount of 178, as at 31 March 2020. It does not include our partners, who provide independence, impartiality, and transparency to our work.

Where percentages do not total 100%, this takes into account those employees who do not identify as either male or female.

Our data

Gender profile

As at 31 March 2020, our gender profile was 63% female and 36% male.

The executive leadership team consists of 33% female and 67% male, with our senior leadership team being 73% female and 27% male.

Mean and median gender pay gap using hourly rate

Data measure 2020 pay gap using hourly rate
Data measure Mean 2020 pay gap using hourly rate 23% (in favour of male employees)
Data measure Median 2020 pay gap using hourly rate 14% (in favour of male employees)

Percentage of men and women in each hourly pay quarter

Hourly pay quarter Female Male
Hourly pay quarter Lower quartile Female 67% Male 28%
Hourly pay quarter Lower middle quartile Female 67% Male 33%
Hourly pay quarter Upper middle quartile Female 53% Male 47%
Hourly pay quarter Upper quartile Female 62% Male 38%

Mean and median gender pay gap using bonus pay

Data measure 2020 pay gap using bonus pay
Data measure Mean 2020 pay gap using bonus pay 0%
Data measure Median 2020 pay gap using bonus pay 68% (in favour of male employees)

All eligible employees are awarded a performance award of a set amount each year, whereas our executive leadership team have a non-consolidated performance award as a percentage of their total salary based on the previous financial year.

Our executive leadership team were at a ratio of 5:1 male to female as of 31 March 2020, which has caused a higher pay gap in relation to bonus pay.

Conclusion

This report captures a moment in time very early on our journey as the social work regulator in England. It shows that our gender pay gap is mainly caused by more men in our executive leadership roles, which are higher paid roles.

We will aim to be more ambitious in our future pay gap reporting and will continue to interrogate this information to improve our pay gaps, including those related to gender.

This will include development of our processes, such as succession planning and monitoring of internal promotions.

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