Gender Pay Gap for Regenda Homes
Gender Pay Gap Statement for Regenda Homes
As of the 4 April 2018, 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 these figures are:
- Mean gender pay gap = 16.5%
- Median gender pay gap = 11.2%
- 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 = 31.7% male and 68.3% female
- Lower middle quartile = 24.7% male and 75.3% female
- Upper middle quartile = 28.4% male and 71.6% female
- Upper quartile = 45.7% male and 54.3% female
For comparison, the workforce is 65% female, 35% male overall.
Narrative from the Executive Team at Regenda Homes
The mean gender pay gap across Regenda Homes on 5 April 2018 was 16.5%. This is a significant improvement on last years gender pay gap which stood at 22.7%. We are committed to ensuring that our pay and reward strategy is fair, transparent and gender neutral including continuing to complete a pay benchmarking exercise every two years.
The data shows that females are over represented 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 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 via the new Manager’s Information Section on The Club. This has been developed to provide practical guidance and support to new and established managers alike.
In addition, we are launching a series of management training opportunities for new and aspiring managers and leaders in partnership with Alder Training and delivering practical workshops to existing managers to ensure they feel confident at managing change in a rapidly changing operating context.
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.
The People Services Team will develop a suite of Equality and Diversity metrics, including recruitment and promotion related indicators, which will closely monitor the gender pay gap and indicators across all the equality strands.
Through our staff representative body – VIBE, 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 have also developed a gender pay working group with a diverse range of staff from across the Group, championed by a Board member and together we look at ways to improve the gender pay gap and opportunities for people to progress within the organisation.
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
Group Chief Executive