Gender Pay Gap for Regenda Homes
Gender Pay Gap Statement for Regenda Limited 20/21
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 these figures are:
- Mean gender pay gap = 17.1%
- Median gender pay gap = 9.5%
- 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 = 34.9% male and 65.1% female
- Lower middle quartile = 26.5% male and 73.5% female
- Upper middle quartile = 24.1% male and 75.9% female
- Upper quartile = 49.4% male and 50.6% female
For comparison, the workforce is 65% female, 35% male overall.
The median gender pay gap across Regenda Limited on 5 April 2020 was 9.5%.
The data shows that females are overrepresented in roles in the lower middle pay quartile and underrepresented in the upper quartile. Whilst we have a good representation of females on the Executive Team (4 out of 6 Exec members currently being female), we are committed to identifying and encouraging more female employees who have the potential to grow into more senior roles.
This will be supported via the LEAD programme, aimed at aspiring or newly promoted managers and it will provide support, skills development and confidence to a new generation of future managers and leaders across the organisation. Support for new and aspiring managers will be further enhanced through the Regenda Way leadership programme. This has been developed to provide practical guidance and support to new and established managers alike.
Regenda also provides access to the Housing Diversity Network (HDN) mentoring programme, which offers external coaching and mentoring to support our employees develop and work towards external as well as internal opportunities.
Through our staff representative body – PULSE, we will share gender pay information and seek views from our workforce to help identify any barriers they believe contribute to gender inequality and will work together to mitigate or eliminate them.
We are committed to ensuring that our pay and reward strategy is fair, transparent and gender neutral including continuing to complete an independent pay benchmarking exercise every two years.
The People Services Team is developing an improved suite of Equality and Diversity metrics, including recruitment and turnover related indicators, which will be closely monitored. In addition, Equality, Diversity and Inclusion (EDI) Working Group has been set up and is developing a new EDI Strategy, which will be in place by December 2021.
Regenda is committed to working towards closing and eliminating our gender pay gap in the future and keeping our workforce and Board regularly updated with progress towards achieving this.
Group Chief Executive