The gender pay gap is the difference in the average pay between men and women in an organisation. This is different from equal pay, which is the entitlement to being paid the same as someone doing work of equal value. We pay all staff members in the same role equally, regardless of gender or protected characteristics.
The information below is based on pay data as of 5 April 2021.
Mean and median gender pay gap
The mean difference in pay was 8.3% between men and women. This means the average salary or hourly rate for men is 8.3% higher than the average salary or hourly rate for women.
The median difference in pay was 9.4% between men and women. This is the difference between the midpoint hourly rate for men compared to the midpoint hourly rate for women.
Proportion of males and females in each pay band
In each pay band, or pay quartile, there are:
- 119 males and 132 females in the lower quartile
- 102 males and 149 females in the lower middle quartile
- 186 males and 65 females in the upper middle quartile
- 163 males and 88 females in the upper quartile
Proportion of bonuses
Staff who received a bonus work in the sales function of Gentoo Homes. There were 2 male and 7 female staff members who received a bonus.
The difference in mean bonus payments is -116%. The average bonus payment was £1,835.71 for females and £850 for males.
The median difference in bonus payments is -76.5%. The median bonus payment was £1,500 for females and £850 for males.
Our workforce is 56.8% male and 43.2% female. It is possible that if an organisation pays all employees equally, there may still be a gender pay gap because of the gender split within the workforce. For example, we have a higher proportion of males than females currently employed in the upper and upper middle quartiles.
We continue to review our approach to recruitment in these areas to attract greater female representation. The data shows a 1.3% increase from the previous year for female representation in the upper quartile, which is from successful recruitment of females in senior roles.
There continues to be a higher proportion of females in the lower middle quartile, which is 59.4% female.
We have initiatives in place to reduce our gender pay gap. Our initiatives include:
- talent management
- a review of our recruitment approach to trade roles and senior positions to make sure we attract female representation in these areas
- monitoring important data in recruitment and promotions
- regularly analysing our gender pay gap data
We are committed to the principles of equality, diversity and inclusion and we will continue to review our gender pay gap data closely.
This information is accurate and was calculated using the methods set out in the gender pay gap reporting legislation.
Nigel Wilson, Group Chief Executive
March 2022
Gender pay gap 2020
Gender pay gap 2019
