2024
MARCH
What’s the gender pay gap?
The gender pay gap is an equality measure showing the difference in average earnings between women and men within an organisation. Any organisation that employs 250 people or more has a legal requirement to submit a Gender Pay Gap Report.
It’s not the same as equal pay, which is any difference in pay for men and women doing the same or equivalent work. It’s unlawful to pay people unequally because of their gender.
Gender pay gap results are affected by how many male and female employees an organisation has, and any differences in the gender split at different pay levels.
Employers that have over 250 staff on a given ‘snapshot date’ have to submit and publish their data within one year of that date. Our ‘snapshot date’ was 5 April 2023, when Castles & Coasts Housing Association (CCHA) had grown to 255 employees.
How is the gender pay gap worked out?
We show the data as a percentage to see the difference between men’s and women’s average hourly pay. It expresses the average female’s hourly pay as a proportion of the average male’s hourly pay. A ‘positive’ percentage means that the average pay of male staff is higher than the average pay of female staff. The higher the percentage, the bigger the gap.
We use the mean and the median to show averages in this report. The mean is our average pay worked out by adding up all our hourly rates of pay and dividing the total by the number of employees. The median is the middle value, worked out by putting all our hourly rates of pay in order and using the number that falls in the middle.
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How is CCHA doing?
In this section we look at key gender pay gap data from CCHA, and compare it to other housing associations.
As of 5 April 2023 we had:
55% female
255 employees
45% male
140 employees
Average pay based on hourly rates:
Average hourly rate (mean) £17.29 Female
£18.17 Male
115 employees
Average hourly rate (median) £16.29 Male £15.51 Female
£0.88
Variation between female and male rates (median)
Variation between female and male rates (mean) £0.78
4.84% Mean gender pay gap
4.79% Median gender pay gap
Another way of showing this is that on average, a woman working for CCHA is earning around £0.95 for every £1.00 earned by a man working for CCHA. £
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How do we compare to others?
As this is our first gender pay gap data, it’s useful to understand how we compare with other employers.
Mean gender pay gap: 4.8% 13.2%*
CCHA UK
*Source: UK government
CCHA UK
Median gender pay gap: 4.8% 14.3%*
Using the most recent published information, the table below shows the 2022 mean and median gender pay gap data from other organisations in the housing sector based in the same regions as CCHA:
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Organisation Mean Gender Pay Gap Median Gender Pay Gap Believe Housing 4.2% 7.5% Beyond Housing 2.3% 5.9% CCHA (2023 data) 4.8% 4.8% Gentoo 6.5% 9.4% Karbon Homes 4.5% 1.0% Riverside 11.6% 4.4%
‘Quartile’ breakdown
To better understand our gender pay gap we also need to analyse our gender breakdown at different pay levels. Below, we have split our workforce into quartiles based on average hourly pay:
Lower pay
20 (32%)
Males
Lower middle pay
43 (68%)
Females
63 colleagues
Upper middle pay
35 (55%)
Males
Upper pay
39 (61%)
Females
64 colleagues
25 (39%)
Males
29 (45%) Females
64 colleagues
29 (45%) Females
64 colleagues
35 (55%)
Males
115 male colleagues in total
140 female colleagues in total
255 colleagues in total
Our gender pay gap comes from having more females in lower paid roles, and more males in higher paid roles. A positive is the high number of females in the upper middle pay quartile, giving us a firm foundation to work on to redress the gender balance in the highest paid roles.
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Bonus pay gap
We have a Corporate Performance Bonus (CPB) and Long Service Awards which fall under what the government defines as a ‘bonus’ payment for employees. We must also calculate and report on the mean and median ‘bonus’ pay gaps, as shown below.
94 Male 105 Female
Number of employees who received a ‘bonus’ payment
Average hourly bonus rate (mean) £22.61 Male £24.22 Female
Average hourly bonus rate (median) £29.17 Male £29.17 Female -£1.61
Variation between female and male rates (median)
Variation between female and male rates (mean) £0.00
-7.12% Mean gender bonus gap 0.00% Median gender bonus gap
The minus mean gender bonus gap means that our average bonus payment to women was greater than our average bonus payment to men. This is because a higher value of long service payments was made to females than men, during this time period.
There is no gap in the median bonus rate as most of this calculation relates to the CPB, and the same amount is paid to everyone eligible for it, regardless of salary level.
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What we’re doing to address the gender pay gap
We’re committed to creating an inclusive and supportive culture and working environment, so all employees achieve their potential and contribute to our success regardless of gender. This includes making sure opportunities for personal development and advancement are available to all employees and any barriers to this, perceived or real, are addressed, including any related to gender.
Our Equality, Diversity & Inclusion Strategy and Action Plan guide our approach in this area. We’ve made progress in the past 12 months in understanding the diversity of our workforce, seeing if this reflects the communities we serve and making sure we work towards being a truly inclusive employer.
To improve our gender pay gap results over the coming years, we will:
• Promote opportunities for women to join areas of the business where they’re under-represented. For example, we’ll promote apprenticeships within Castles & Coasts Services (CCS) to women.
• Implement a ‘Grow Our Own’ strategy to support career development, making sure we have the resources we need to deliver this.
• Celebrate our female role models in leadership positions to inspire others.
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To access this report in another format, please contact our Customer Services team by calling 0800 085 1171 or emailing cs@castlesandcoasts.co.uk