Gender Pay Gap Report 2019/2020

Background

  • The Government requires all organisations with over 250 staff to calculate and publish the difference in average pay between all men and women in the organisation.

  • HRP’s results can be found below. These calculations show a snapshot of the average organisational position as at 5th April 2020. As you read them, please bear in mind that most of this reporting year pre-dates the pandemic and an organisational restructure that subsequently took place in 2020/21.

  • Where relevant, comparisons have been made to the results that were published for the 2017-18 year. There are no published gender pay gap results for the 2018-19 year, as statutory reporting requirements were suspended entirely as a result of the impact of the Covid pandemic on organisations, including HRP.

Gender Pay Reporting Results

HRP’s results are as follows, with the 2017-18 results shown in brackets:

  • Mean hourly gender pay gap = 6.53% lower for women (10.36% in 2017-18)
  • Median hourly gender pay gap = 7.15% lower for women (6.99% in 2017-18)
  • Quartiles:

Upper Quartile 42% (49%) men 58% (51%) women
Upper Mid Quartile 43% (42%) men 57% (58%) women
Lower Quartile 43% (39%) men 57% (61%) women
Lower Mid Quartile 32% (29%) men 68% (71%)

Bonus Pay Data Reporting Results

  • Mean bonus gender pay gap = 17.19% lower for women (33.4% in 2017-18)
  • Median bonus gender pay gap = 0.9% lower for women (8.78% in 2017-18)
  • Proportion of males and females receiving a bonus payment = 73% male (69% in 2017-18), 65% female (60% in 2017-18)

Analysis of Data

Here is some further context to help you understand these results.

1. Proportion of male and female higher earners

  • The balance between males and females in the Executive team has improved over the past 2 years, with 4 female and 5 male Directors (compared to 2 females and 7 males in 2017/18). This has contributed to the reduction in the mean hourly pay gap and the bonus gaps.

2. Allowances

  • The roles that attract certain allowances are still found in departments with predominately male staff, such as security functions, IS, Maintenance, etc. This impacts the hourly pay gap.

3. Length of service

  • Length of service affects the hourly pay gap as it is common practice for new joiners to start at the bottom of their pay range. There were 177 individuals who joined HRP during the reporting year, of which 120 were female (68%) and 57 were male (32%).

4. HRP performance-related bonus

  • Similar to previous years, 166 out of the 768 staff eligible for bonus payments were part time and 80% of this group were female staff. This has an impact on the bonus pay gap as these staff would have their bonuses pro-rated based on their working hours.
  • There was no bonus payable in the 2020-21 year due to the financial impact of the pandemic on the organisation. HRP have also moved away from having an annual performance-related bonus, which will potentially mean less of a gap in any future bonuses paid.

Actions

We will continue to:

  • Take action to further support and promote female talent and succession within the organisation, especially in senior roles.
  • Promote gender diversity in roles which have traditionally been perceived as being more ‘masculine’ or ‘feminine’ (i.e., security/warding roles which are generally dominated by men, and seasonal/casual roles which are generally dominated by women.).
  • Develop a more robust pay and reward strategy, which will include a review of our current pay structures, allowances and our bonus scheme.