Gender Pay Gap for Regenda Homes

Gender Pay Gap Statement for Regenda Limited 2021/2022

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. 

As of the 4th of April 2017, all organisations in the UK with more than 250 employees are required to publish details of their gender pay gap. In particular the difference in average female earnings compared to average male earnings. 

For Regenda Ltd, based on data from 5th April 2021, these figures are:

  • Mean gender pay gap = 18.10%
  • Median gender pay gap = 9.0%
  • 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 = 32.6% male and 67.4% female
  • Lower middle quartile = 28.2% male and 71.8% female
  • Upper middle quartile = 28.2% male and 71.8% female
  • Upper quartile = 47.1% male and 52.9% female

For comparison, the workforce is 66% female, 34% male overall.

Narrative 

We have developed a new Equality, Diversity and Inclusion (EDI) strategy, which has now been approved by our Board, which sets out a purposeful and co-ordinated 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.

The median gender pay gap across Regenda Limited on 5 April 2021 was 9%, which represents a small improvement on last years 9.5% gap.

A key driver of our gender pay gap is the 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 50.6% to 52.9% in this group, more action is still required to address the gap.

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 have established an equality, diversity and inclusion working group, which is driving this agenda forwards, with nominated champions at senior executive and Board level. Our People & Learning 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.

We also create apprenticeship opportunities and through our work with schools, partners and Liverpool City council, 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 Sig

Lesley Burrows 
Executive Director 
The Regenda Group