southliverpoolhomes Gender Pay Gap Statement Software User Guide
- June 13, 2024
- southliverpoolhomes
Table of Contents
southliverpoolhomes Gender Pay Gap Statement Software
Product Information
The Gender Pay Gap Statement product is designed to help organizations collect
and analyze data related to gender pay gaps within their workforce.
It provides insights into differences in average earnings between male and
female employees, helping organizations identify areas of concern and take
effective action to promote gender equality in the workplace.
Specifications
- Mean Gender Pay Gap: 6.37% – 7.42%
- Median Gender Pay Gap: 6.55% 0%
- Female Representation: 59%
- Male Representation: 41%
Product Usage Instructions
Data Collection
- Start by collecting data on hourly rates, bonuses, and quartile pay bands for both male and female employees within your organization.
Analysis
- Calculate the mean and median gender pay gaps, and mean bonus gaps, and analyze quartile pay band distribution to understand the disparities between male and female earnings.
Action Plan
- Based on the analysis results, develop an action plan to address any identified gender pay gaps. Implement strategies such as promoting flexible working opportunities, ensuring equal recruitment practices, and fostering an inclusive workplace culture.
Reporting
- Regularly report on gender pay gap data and the progress of your organization in achieving gender equality goals to demonstrate commitment and transparency.
Frequently Asked Questions
Q: Why is it important to analyze gender pay gaps?
A: Analyzing gender pay gaps helps organizations identify disparities in earnings between male and female employees, guiding efforts toward achieving gender equality in the workplace.
Q: How can organizations address gender pay gaps?
A: Organizations can address gender pay gaps by implementing strategies such as promoting diversity and inclusion, ensuring equal recruitment practices, offering flexible working options, and conducting regular pay audits.
information
- We recognize the importance of collecting data and analyzing our gender pay gap to identify areas of concern and guide effective action.
- Whilst we are not required to collect and publish this data, we feel it is important that we do so, to ensure we understand the difference in average female earnings compared to average male earnings and the reasons behind this.
Results of Gender Pay Reporting
- The median pay gap at South Liverpool Homes (SLH) on 5 April 2023 was 6.55%, this is a significant increase from 0.11% in 2022 and can be attributed to the expansion of roles within our Senior Leadership and Management Teams (upper pay quartile) and the successful applicants being male. It is noted that there is a slight under-representation of women in the upper pay quartile, in particular within the Senior Leadership Team with this remaining the one area where females are under-represented across the whole organisation. It is, however, positive to note that our median pay gap continues to be favorable when compared to the national average gender pay gap of 7.7%.
- The median pay gap at Avela Home Service (AHS) on 5 April 2023 was 21.58%, this is an increase from 10.27% in 2022.
- This has been influenced by female leavers in managerial positions with responsibilities for their vacant positions being reorganized and absorbed amongst existing male managers.
- It should also be noted that the building and construction industry continues to be male-dominated.
- It is however positive to note that we have increased our female apprentices by 50%.
- We hope that this will impact female representation within our future succession plans and also encourage more females to join the organization taking on more traditionally male-dominated roles.
Our Commitment
We continue to be committed to gender equality and retaining an equal, diverse, and inclusive workplace and culture. This commitment is supported and evidenced through the continued delivery of our Equality, Diversity & Inclusion Strategy and positive recruitment practices which include anonymized applications, guaranteed interview schemes, the promotion of flexible working opportunities, and the completion of equality analysis across all posts.
Definitions
- Mean Gender Pay Gap
- The difference between the mean hourly rates of males and females.
- Median Gender Pay Gap
- The difference between the median hourly rates of males and females.
- Mean Bonus Gap
- The difference between the mean bonus paid to males and females.
- Median Bonus Gap
- The difference between the median bonus paid to males and females.
- Quartile Pay Bands
- The proportion of males and females in the upper, upper middle, lower middle, and lower hourly rates.
- All hourly rates are ordered from highest to lowest and then divided into quartiles.