Swan Housing Association Ethnicity Pay Gap Report 2021

Swan Housing Association Ethnicity Pay Gap Report 2021

Ethnicity Pay Gap Report Welcome to Swan’s first Ethnicity Pay Gap Report. We have chosen to share this data as part of our ‘Belonging at Swan’ inclusion initiative and our commitment to the BITC (Business in the Community) ‘Race at Work’ charter. The publication of the report underpins our commitment to be open, honest and drive positive change when it comes to inclusion.

At Swan, we aim to recruit a diverse workforce that is representative of the local areas where we are based. We are committed to ensuring that all of our policies and practices support and reflect our commitment to equality, diversity and inclusion. We encourage our customers and employees to become the best possible version of themselves and support this by having the right processes and policies in place as well as challenging any potential barriers.

In the absence of any formal guidance on comparing the pay of different ethnic groups, we have compared data about the pay of our ‘White employees’ (which includes White: English / Scottish / Welsh / Northern Irish / British, White: Irish, White: Gypsy or Irish Traveller, White: Roma, and White: Any other White background) with data on the pay of our employees from all other ethnic groups (referred to in this report as ‘Ethnic Minority employees’). We recognise that ideally ethnicity pay data should be split further by different ethnicities to provide the best information possible.

We have chosen to publish the figures below as a starting point; until we receive further guidance.

We have chosen to report on our ethnicity pay gap in the same way that we are required to report on our gender pay, using the following six measures, based on the same snapshot of pay data used for our gender pay gap report:

Median Ethnicity Pay Gap - the difference between the median hourly rate of pay of White full-pay relevant employees and that of Ethnic Minority full-pay relevant employees.

Mean Ethnicity Pay Gap - the difference between the mean hourly rate of pay of White fullpay relevant employees and that of Ethnic Minority full-pay relevant employees.

Median Bonus Gap - the difference between the median bonus pay paid to White relevant employees and that paid to Ethnic Minority relevant employees.

Mean Bonus Gap - the difference between the mean bonus pay paid to White relevant employees and that paid to Ethnic Minority relevant employees.

Bonus Proportions - the proportions of White relevant employees and Ethnic Minority relevant employees who were paid a bonus pay during the relevant period.

Quartile Pay Bands - the proportions of White full-pay relevant employees and Ethnic Minority

full-pay relevant employees in the lower, lower-middle, upper-middle and upper quartile pay bands.

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The ethnicity pay gap shows the difference in the average pay between White and Ethnic Minority employees at Swan. Where there is a positive percentage, this means that the pay of White employees is higher than the pay of Ethnic Minority employees. The higher the percentage, the greater the ethnicity pay gap. Where there is a negative percentage, this means that the pay of Ethnic Minority employees is higher than the pay of White employees.

At a Glance The tables below show our overall median and mean ethnicity pay gap and bonus pay gap based on hourly rates of pay as at the snapshot date of 5 April 2021 and bonuses paid in the year to 5 April 2021. The mean pay gap is the difference between average hourly earnings of White employees and Ethnic Minority employees. The median pay gap is the difference between the midpoints in the ranges of hourly earnings of White employees and Ethnic Minority employees.

Please note: These calculations are based on pay data for all Swan employees for whom ethnic origin data is held by Swan Housing Association as at 5 April 2021 (Ethnic origin data is not held for 5% of Swan Housing Association employees. Further work will be undertaken during 2021/22 to obtain ethnic origin data for all Swan employees who are willing to provide it).

Median

Mean

Ethnicity pay gap

-19.13%

9.34%

Ethnicity bonus pay gap

-38.89%

5.34%

Who Received Bonus Pay

White Employees

Ethnic Minority Employees

61%

49%

The percentage of White Employees and Ethnic Minority Employees in Each Pay Quarter

White Employees

Ethnic Minority Employees

Lower hourly pay quarter

91%

9%

Lower middle hourly pay quarter

87%

13%

Upper middle hourly pay quarter

76%

24%

Upper hourly pay quarter (highest paid)

88%

12%

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What does our data tell us?

Our median ethnicity pay gap is -19.13% which means that the median hourly pay of Ethnic Minority employees is 19.13% higher than the median hourly pay of White employees. Similarly, the median bonus paid to Ethnic Minority employees was 38.89% higher than the median bonus paid to White employees.

However, our mean ethnicity pay gap is 9.34% which means that the mean hourly pay of Ethnic Minority employees is 9.34% lower than the mean hourly pay of White employees. Similarly, the mean bonus paid to Ethnic Minority employees was 5.34% lower than the mean bonus paid to White employees.

These differences are due to the higher representation of Ethnic Minority employees within the highest paid 50% than in the lowest paid 50% but fewer Ethnic Minority employees in senior roles.

We know we still have some work to do in order to drive positive change and ethnicity is a key focus in our new ‘Belonging at Swan’ initiative. Here are some of our planned initiatives this year: • Increase the ethnic diversity of external applicants and internal promotions by continuing to ensure fair, transparent and open recruitment processes.

• Blind CVs for senior roles.

• Practice inclusive scheduling.

• Attend career days at schools in ethnically diverse areas.

• Create a new employee-led inclusion group.

• Continue to promote our commitment to the BITC Race at Work Charter and Halo Code.

• Create a succession planning and talent mapping process to ensure our future leaders are diverse.

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