Gender Pay Gap for Regenda Homes
Gender Pay Gap Statement for Regenda Limited 2025
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 2025, these figures are:
• Mean gender pay gap = 17.0%
• Median gender pay gap = 7.4%
• 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 = 24.7% male and 75.3% female
• Lower middle quartile = 24.7% male and 75.3% female
• Upper middle quartile = 29.4% male and 70.6% female
• Upper quartile = 39.3% male and 60.7% female
For comparison, the workforce is 29.5% male, 70.5% female overall.
Narrative
The median gender pay gap across Regenda Limited on 5 April 2025 was 7.4%,
which represents a slight increase when compared to last year’s 4.7% gap, but
continues to compare favourably to the national average gender pay gap of
13.1%.
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 a significant
increase in female representation in this quartile over recent years, including a
further improvement this year, it remains the one area where females are
under-represented when compared to the organisation at large.
Regenda is committed to supporting and promoting the principles of Equality,
Diversity and Inclusion (ED&I). This commitment is embraced by our Executive
Team and Group Board. It informs all our activities and their impact on our
customers, colleagues and other stakeholders.
Our EDI Strategy sets out a purposeful and coordinated approach to improving
equality, diversity and inclusion for our customers and workforce. Our EDI
Ambassadors Group is driving our EDI Strategy forward across the
organisation, with nominated champions at senior executive and Board level.
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 we have
developed 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.
We will have also invested in an organisation-wide EDI training programme
which has raised awareness of equality issues, worked to challenge
unconscious bias and created an environment where staff and customers are
able to thrive, equally, regardless of their background or status.
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 objective, fair and transparent we also
commit to undertake regular, organisation-wide salary benchmarking
exercises.
We raise aspirations, open up the world of work and challenge stereotypes in
schools via Positive Footprints, whilst regularly showcasing women in nontypical roles (using some of our own women leaders as examples).
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