Gender Pay Gap for Regenda Homes
Gender Pay Gap Statement for Regenda Limited 2022/23
As part of our commitment to Equality, Diversity and Inclusion we recognise the importance of collecting data and effectively analysing our gender pay gap, to identify areas of concern and guide effective action.
Since April 2017, all organisations in the UK with more than 250 employees have been required to publish details of their gender pay gap. In particular the difference in average female earnings compared to average male earnings.
For Regenda Limited, based on data from 5 April 2022, these figures are:
- Mean gender pay gap = 13.50%
- Median gender pay gap = 3.80%
- Mean bonus gender pay gap = not applicable
- Median bonus gender pay gap = not applicable
- Percentage who received a bonus = 0% (not applicable)
The proportion of male and females in each pay quartile:
- Lower quartile = 33.70% male and 66.30% female
- Lower middle quartile = 27.30% male and 72.70% female
- Upper middle quartile = 29.20% male and 70.80% female
- Upper quartile = 40.90% male and 59.10% female
For comparison, the workforce is 66% female, 34% male overall.
Narrative
The median gender pay gap across Regenda Limited on 5 April 2022 was 3.80%, which represents a significant improvement on last year’s 9.0% gap and compares favourably to national average gender pay gap of 14.90% in 2021/22.
One remaining driver of our gender pay gap is a slight under-representation of women in the upper pay quartile. Whilst it is pleasing to see the initiatives we have delivered resulting in an increase from 52.90% to 59.10% in this group, we acknowledge that more action is still required to address the gap.
We have launched a new Equality, Diversity and Inclusion (EDI) strategy, which sets out a purposeful and coordinated approach to improving equality, diversity and inclusion for our customers and workforce.
A key element of this is to improve our ability to collect and effectively analyse key EDI metrics, to identify issues and inform effective action. Reporting on the gender pay gap is a fundamental part of this approach and our People Services team is reviewing and developing an improved suite of equality and diversity metrics, including recruitment and promotion related indicators, enabling better identification of any barriers to recruiting a more diverse workforce.
This year we will also be investing in an organisation-wide EDI training programme which will aim to raise awareness of equality issues, challenge unconscious bias and create an environment where staff and customers are able to thrive regardless of their background or status.
To support our EDI strategy, we have created an Equality, Diversity and Inclusion working group, which is driving this agenda forwards, with nominated champions at senior executive and Board level.
Our development and mentoring programme for aspiring leaders (LEAD) continues to help women (and men) develop the skills, confidence and aspiration to move into more senior roles, and provides access to mentoring from senior female role models.
To ensure our pay and reward offer is objectives, fair, transparent and gender neutral we conduct a pay benchmarking exercise every two years for every role in our organisation.
We raise aspirations, open up the world of work and challenge stereotypes in schools via Positive Footprints. We also create apprenticeship opportunities and through our work with schools, partners and our subsidiary training company, The Learning Foundry, to help promote aspiration, work placements and entry level roles to a diverse potential future workforce.
Regenda is committed to taking effective action, that helps reduce our gender pay gap and will keep our workforce, Board and stakeholders regularly updated with progress towards achieving this.
Lesley Burrows
Executive Director
The Regenda Group