We’re voluntarily sharing our gender pay gap data in our efforts to be a fair, inclusive and transparent organisation.
Updated July 2019
The gender pay gap shows the difference in pay between male and female employees in an organisation. It is defined as the difference between men and women’s hourly earnings expressed as a percentage of men’s earnings.
This is different from equal pay legislation which was introduced in the 1970’s and requires people to be paid the same for doing the same or similar roles regardless of their gender.
Under legislation introduced in April 2017, employers in the UK with more than 250 employees are required to publish their gender pay details annually.
Although we employ fewer than 250 staff, last year we decided to voluntarily analyse and publish our gender pay gap data every year. This is the second year we have published our gender pay gap data.
We strive to be a fair, inclusive and transparent organisation and gender equality is a key component of this aspiration, although we are aware it cannot be the only part. We also strive to promote diversity in all its forms and recognise there is more we can do in this area.
The requirement of this new legislation is to publish data in key areas so all organisations are measured in the same way. We have reflected this as much as possible in our analysis, including looking at our bonus pay.
In April 2019, there was almost no median gender pay difference at the National Housing Federation. We are really pleased that our gender pay gap has improved from last year, when the difference was 14.6%.
This is due to efforts to close the gap as swiftly as possible and we now have better female representation amongst senior staff, including the appointment of a female chief executive and other female colleagues.
We are also aware that as a small organisation, a relatively small number of staff changes can have a big impact on our gender pay gap.
The average difference in pay between men and women in the UK was around 9.6% in April 2019.
The median is the middle number, if all people line up and the mid-point is selected. The mean is the average, if all the data is added together and then divided by the number of people in the dataset.
We’ve decided to lead with our median pay gap figure because this is the most commonly used when talking about the gender pay gap. However, no single metric will capture the full picture of what is happening at an organisation, so it is important to look at both.
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At the National Housing Federation, the majority of our bonus payments are accounted for by the ‘commercial bonus’ which is paid equally to every individual member of staff. Part time staff, those who joined part way through the year, and those with absences of more than four weeks, receive a pro rata amount.
There has been an increase in the gender bonus gap compared to last year. In 2018 the median bonus gap difference was 0% and the mean 19%. This year we have seen more new female members of staff joining the Federation, who are therefore not eligible for the full commercial bonus until next year, as well as more female staff on parental leave and more female staff working part time. These are the reasons why this year the median gender bonus gap in 11% and the mean 54.2%.
A small number of other bonuses are paid to staff that have demonstrated exceptional performance. This has not had a significant impact on the gender bonus gap.
Proportion of staff who receive a bonus payment:
Part of the reporting process requires organisations to divide employees into four equal quarters. For the National Housing Federation this means there are around 29 staff per quartile.
This is represented in the table below. The gender split is similar to our overall split of male and female colleagues. 67% of our staff are female.
All of this analysis is based on a snapshot of staff pay in April 2019.
We have based the bonus calculations on payments made between April 2018 and April 2019.
We are really pleased that this year we have no gender pay gap. However, we are aware that we are a small organisation and it only takes a relatively small number of changes to affect the results significantly from year to year.
We will continue to publish our gender pay gap data annually, and we also know that analysing the numbers can only be part of our solution for achieving gender equality within the organisation. We also strive to promote diversity in all its forms and recognise there is more we can do in this area.
We have a number of ongoing initiatives, including: