Gender and Ethnicity Pay Gap Report 2021
Now in our 25th Year, GamCare is the leading provider of information, advice and support for anyone affected by gambling harms. We operate the National Gambling Helpline, provide treatment for anyone who is harmed by gambling, create awareness about safer gambling and treatment, and encourage an effective approach to safer gambling within the gambling industry.
Introduction | INTRODUCTION | 2
We are working to ensure we have an inclusive culture where people are provided opportunities to be themselves and develop their skills, and whilst not legally required to because of our size, we recognise that calculating our pay gap data is an important part of that work. Our data for April 2021 shows that we do have a gender pay gap in some levels of our business, however we have a high level of women represented at all levels of the organisation. We also have a pay gap in our ethnic backgrounds, and due to the small number of employees we have this report focuses on White and Other ethnic backgrounds, however we are working to ensure we are providing opportunities to individuals from ethnic backgrounds to ensure appropriate representation across all areas of the charity. This is our first gender and ethnicity pay gap report therefore we do not have anything to compare it with. We take this seriously and we will review this information with our senior leadership teams to decide what action we will take to improve our pay gaps. Our commitment to getting this right will include reviewing the way we recruit and promote talent in our organisation and ensuring pay is equalised as much as possible. We are putting the right foundation in place with new HR policies and procedures that will help GamCare’s commitment to minimise the gender and ethnicity pay gap.
| INTRODUCTION | 3 GENDER AND ETHNICITY PAY GAP REPORT | 2021
We are pleased to report our 2021 figures for both the gender and ethnicity pay gap figures here in GamCare.
To support our staff and clients, I believe that it is more important than ever to be open and transparent about our challenges and how we can address these to make GamCare a place of work where people are treated fairly, with kindness and embracing difference. We are fully committed to being an inclusive employer and look forward to the progress we can make together throughout the coming year.
Anna Hemmings Chief Executive Officer GamCare
We are deeply committed to continuing our vision of a zero pay gap in both these areas and that is why we are investing in our wider approach to inclusion and diversity. Whilst we are not yet at the size that requires statutory reporting in the public domain, we believe that we should not wait until this becomes a requirement. Our commitment to making GamCare an inclusive, collaborative and engaging experience for our staff and service users alike is our driver, and we use both data and wider measures to support this work. You will see from the report that in our gender pay gap, we are pleased to be reporting a mean figure of 0.44% difference. We are keeping an eye on the median figure of 13.45% as this shows us that we have more to do in attracting men to our key roles of Helpline Advisors and Treatment Practitioners especially. We are also working on our attraction strategies to encourage more diverse applicants, and at the same time encouraging our current employees to disclose their personal characteristics so that our ethnicity pay gap can be more appropriately managed and reported going forward. We encourage flexible working arrangements to support everyone to build a career whilst achieving a positive work life balance. I’m proud of the progress we are making in this area. We have room for improvement, and an example of our work in this area is our current review of our benefits package. This review will help us assess people’s preferences around benefits that would support a healthy, balanced worklife. The world is rapidly changing, and the Covid-19 pandemic has influenced the way we operate as an organisation, alongside the impacts it’s had on our personal lives. Sadly, inequalities in society are ever growing, which is brought into stark focus through issues such as the current cost of living crisis and campaigns such as Black Lives Matter. These issues remind us that inequalities persist in every aspect of society, including workplaces, and it’s imperative that we do what we can to challenge these issues.
What is the and EthnicityGenderPayGap?
| WHAT IS THE GENDER AND ETHNICITY PAY GAP? | 4
The latest data from Office of National Statistics, based on pay information for April 2021, shows that the mean gender pay gap among all employees was 13.6% in 2021, down from 15.5% in 2020. GamCare’s mean gender pay gap, based on data from April 2021, amongst all of our employees is 0.44% and the next page will explain this in more detail.
The latest data available for the UK’s ethnicity the pay gap relates to pay data for 2019. It shows that the gap between White and ethnic minority employees has narrowed to its smallest level since 2012 in England and Wales. In 2019, the median hourly pay for those in the White ethnic group was £12.40 per hour compared with those in ethnic minority groups at £12.11 per hour – a pay gap of 2.3%, its narrowest level since 2012 (ONS, 2020). GamCare’s mean ethnicity pay gap, based on data from April 2021, amongst all of our employees is 2.92% and the next page will explain this in more detail.
The gender pay gap is not the same as unequal pay as this has been illegal for men and women for over 45 years. It is the difference between the average hourly pay for men and women. Similarly, the ethnicity pay gap is the difference between the average hourly pay for white and other ethnicities across the entire organisation. Both figures are expressed as a percentage of male/white ethnicity earnings and provides some basic information on the gender and ethnicity pay balance at GamCare.
| WHAT IS THE GENDER AND ETHNICITY PAY GAP? | 5 GENDER AND ETHNICITY PAY GAP REPORT | 2021
Highest
employeesNumberofmale Mean hourlyaveragemalepay The
The gender pay gap does not measure equal pay which relates to what men and women are paid for delivering equal work.
Lowest Hourly Rate Median
How we calculate the gender pay gap mean difference. Meanhourlyaveragefemalepay difference = Mean Hourly gap
How we calculate the gender pay gap median difference. Hourly Rate Hourly Rate
The Gender Pay Gap Reporting Regulations require all employers with 250 or more employees in the UK to report their gender pay gap. We therefore do not have to report on our gender pay gap but, we feel it is important for us to analyse our pay data in this way so we can be aware of, and seek to address, any issues.
The difference = Hourly gap
employeesofNumberfemale
The gender and ethnicity pay gap looks at the difference in the average pay and bonuses of all men and women and white and other ethnic backgrounds across GamCare, regardless of their role and level in the organisation.
Median
pay
Pay gap data is calculated using a ‘snapshot’ of payroll information at a particular date in time. For most private and voluntary sector organisations that date is usually 5th April.
pay
Data is also usually analysed for the previous year to take account of any backdating or changes to pay over the year. At the snapshot date for this report (5th April 2021), GamCare employed 143 people across the UK and Northern Ireland. This data is based on 140 employees for the gender report and 118 employees for the ethnicity report, as not everyone completed their EDI data.
Gender Pay Gap Report 2021 Summary Gender Pay Gap Median 13.45% Mean 0.44% Bonus 0% for all as we do not pay bonuses Our24%People76% Pay Quartiles – Gender Split 83% 17% 79% 21% 66% 34% 74% 26% Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile Quartile Calculation Involves using hourly pay where you split in into 4 equal quartiles of all earners, ordered from the lowest to the highest paid. This provides a picture of where the female and male employees are in the pay hierarchy. | GENDER PAY GAP REPORT 2021 SUMMARY | 6
Further analysis will need to be carried out on each role and the differences in pay between men and women in those roles. Within GamCare especially over the last year the number of women in senior positions has increased greatly. We have noticed however that albeit we have less men in the company, most of them can be found in more management positions. This will require further analysis to see why the junior, less well paid, roles such as those on our Helpline, are not attracting men.
Analysis of our pay data by quartile shows that we have a positive pay gap, i.e. women are paid more than men in three out of our four quartiles, with only the upper middle quartile having a negative pay gap, although this is less than 1%. Our upper middle quartile also has a more equal balance of men and women. The upper quartile has the most significant pay gap with women being paid 11.69% more than men. This can in part be explained by the higher number of females that we had on our Executive Leadership Team in April 2021 – five out of our seven directors were female, including our CEO.
Closing the Gap We are proud that we have a great platform to build upon as we are way ahead of other organisations with women’s pay and numbers in senior positions within GamCare. Looking at our mean pay gap data our pay gap is nearly zero, which is great news as this means that average pay for men and women is almost identical.
Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile -2.07% -2.64% 0.95% -11.69%
However, we may want to consider looking beyond gender to a more inclusive view going forward where we ensure our charity consider all groups and intersectionality as we continue to grow. We will work with our Senior Management Team to determine the next steps to close the gap even further.
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However when looking at the median pay data it is apparent that men are paid more than their female counterparts; this is reflective of our high percentage female workforce.
Mean Pay Gap By Quartile
-14.00% -12.00% -10.00% -8.00% -6.00% -4.00% -2.00% 0.00% 2.00%
Ethnicity Pay Gap Report 2021 Summary Ethnicity Pay Gap Median 3.3% Mean 2.9% Bonus 0% for all as we do not pay bonuses Our71%People 29% Pay31%Quartiles69% 67% 33% 77% 23% 72% 28% Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile Quartile Calculation Involves using hourly pay where you split in into 4 equal quartiles of all earners, ordered from the lowest to the highest paid. This provides a picture of where white and other ethnic groups are in the pay hierarchy. White Other Ethnic Groups | ETHNICITY PAY GAP REPORT 2021 SUMMARY | 8
-8.00% -6.00% -4.00% -2.00% 0.00% 2.00% 4.00% 6.00% 8.00%
Analysis of our mean pay data by quartile shows that we have negative pay gap figures in two out of four areas, i.e. other ethnic groups are paid more than white colleagues in two out of our four quartiles, with only the upper quartile having a positive pay gap (6.25%) i.e. white colleagues are paid more than our other ethnic groups. The lower middle quartile is very nearly zero pay gap i.e. both groups are paid the same.
Closing the Gap Within GamCare from looking at the statistics it is evident that those from White backgrounds are paid more than those from Other ethnic backgrounds. This is largely because a large percentage (71%) of the workforce is made up of White employees so the average is being taken from a much smaller pool of employees. However the split between white and other ethnic background remains largely the same across all four quartiles.
The Upper Middle Quartile is where the largest variation is.
Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile -1.73% 0.07% -6.91% 6.25%
Mean Pay Gap By Quartile
This will require analysis into why individuals from ethnic backgrounds are either not on the same pay as their colleagues from White backgrounds, or why we are not attracting individuals from ethnic backgrounds particularly into Upper Quartile roles. Analysing our recruitment process will be key to this as recruitment plays a key role in ensuring we are recruiting individuals from ethnic backgrounds into underrepresented parts of the charity. In addition to this we are already taking a number of steps to support a more inclusive workforce, for example, following our recent staff survey we have set up an Inclusivity working group to help identify where additional action needs to be taken; we have also reframed our EDI Forum into and Inclusion and Diversity Action Group (IDAG) to reflect that the group will help drive activity in this area and won’t just be a discussion group. One of the first actions of the new IDAG will be to appoint an I&D consultant, who will undertake an ‘I&D health check’ on charity to help us identify areas for improvement.
| ETHNICITY PAY GAP REPORT 2021 SUMMARY | 9 GENDER AND ETHNICITY PAY GAP REPORT | 2021
Further analysis will need to be carried out on each role and the differences in pay between White and Other ethnicities in the different areas, and in particular why there is a big swing between our upper middle quartile and the upper quartile.
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