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Gender Paygap Report 2017/18

In 2017 the Government introduced regulations for all organisations with over 250 employees to publish information about gender and pay.

The regulations aim to encourage employers to tackle their gender pay gap if they have one.

Here at Northwards we are committed to making sure that women are represented at every level of the organisation and we develop and support them throughout their career.

Our gender pay report

Our gender pay report shows the difference between the average pay of women and men across Northwards Housing. A positive gap shows men are paid more whilst a negative gap shows women are paid more.

Our report is a snapshot, based on the hourly pay of 324 employees on 5 April 2017.

At Northwards 52% of employees are female and 48% male.

To report our figures accurately and to make sure we can compare our results easily with other organisations we publish the differences in Mean, Median and Quartiles. These terms are useful measures of how salaries of men and women are spread throughout an organisation.

Mean gender pay gap

This is worked out by adding all the men’s salaries together and dividing the figure by the number of men in the organisation.

Then we add all the women’s salaries together and divide by the number of women.

The mean gender pay gap is the difference between these two numbers.

The mean gender pay gap at Northwards is 14.4% which equates to £2.41 per hour.

Median gender pay gap

This is the difference between the mid points in the ranges of hourly pay of women and men. We get this by taking all the salaries from the lowest to highest and picking the middle salary.

This means 50% of employees will earn a salary above the midpoint and 50% a salary below it.

At Northwards the median gender pay gap is 15.5% meaning women earn an average of £2.32 per hour less than men.

Quartiles

This is where all the salaries of both men and women are sorted by size and divided into four quarters. This shows us how men and women are spread throughout the organisation by salary.

Our report shows that women are well represented in all four quartiles but the upper quartile has more men than women. This is because we have fewer women in our most senior leadership roles.

Lowest quartile: 38.3% male 61.7% female

Lowest middle quartile: 45.7% male 54.3% female

Upper middle quartile: 49.4% male 50.6% female

Upper quartile: 59.3% male 40.7% female

Closing the gender pay gap

Recruitment

We have gender neutral practices in our recruitment process and our employees have undertaken unconscious bias training. In recent years, we have recruited and promoted a number of females in our property services directorate, which has traditionally been a male dominated area. There has also been an increase in the number of women taking up opportunities in sponsored academic and other formal learning.

Monitoring

Every quarter we monitor employee diversity and by age, ethnicity and gender. We look at our recruitment practices, leavers and internal promotions to identify any barriers and take action.

Development

As well as seeking to attract more female applicants we focus on the retention and development of the careers of our existing employees. We want talented employees of both genders to progress. We regularly review our succession plans to identify individuals with talent and offer a leadership programme across our directorates.

Culture

We have a range of flexible working arrangements which help all employees regardless of their gender to balance their career and family life. We review our working arrangements regularly to make sure that when employees are promoted they can successfully function in their new job role.

Conclusion

We will monitor our gender pay gap each year and publish our results on our website. We continue to commit to an inclusive and diverse organisation that people want to work for.

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