Our pay gap report



Corporate reportOur pay gap reportSnapshot date: 31 March 2019Contents TOC \o "1-2" \h \z \u Introduction PAGEREF _Toc34322632 \h 2Overview PAGEREF _Toc34322633 \h 3Gender pay gap data PAGEREF _Toc34322634 \h 4Ethnicity pay gap data PAGEREF _Toc34322638 \h 7Disability pay gap data PAGEREF _Toc34322642 \h 10Our inclusive policies PAGEREF _Toc34322646 \h 13Taking further action PAGEREF _Toc34322647 \h 15Contacts PAGEREF _Toc34322648 \h 16IntroductionI am pleased to publish our third annual gender pay gap report.Pay gaps are an important indicator of inequality in the workplace. Reporting leads to greater transparency, opens up conversations with staff and is a first step in helping employers to make positive changes.All organisations with more than 250 employees are required to publish their gender pay gap data. As we have fewer than 250 employees at the Equality and Human Rights Commission, we are not required to publish our gender pay gap data. However, as the organisation responsible for enforcing the Gender Pay Gap Regulations, we have chosen to publish our data because we want to lead by example. We have also published our ethnicity and disability pay gap data in this report.We are extremely proud to report a mean gender pay gap of 0%. This means that, on average, men and women working for the Commission are paid equally.We recognise that in small organisations like ours, minor workforce changes can have a disproportionate statistical impact and average figures should be viewed with some caution. Nevertheless, we want to encourage more employers to use reporting as an opportunity to set benchmarks for improvement, develop action plans, monitor progress and showcase success.In 2020, as we celebrate the 50th anniversary of the Equal Pay Act, we hope all employers will make real efforts to close the UK’s overall gender pay gap.Rebecca HilsenrathChief Executive, Equality and Human Rights CommissionOverviewThe Equality and Human Rights Commission has a traditional public sector approach to pay. All posts sit within one of eight levels (grades) informed by job evaluation. Each level has its own pay range with a starting point and a maximum.We are an independent, non-departmental public body and act autonomously in how we carry out our statutory functions. For pay purposes we are governed by HM Treasury. As such, we are subject to public sector pay rules and pay restraint.Our annual pay award has two elements: a consolidated award paid to all, and a non-consolidated award linked to performance. For 2018/19, we had two strategic aims for consolidated pay. The first was to give all of our colleagues a pay rise of at least 1%. The second was to make progress towards a single rate for each level, by reducing the differential between minimum pay and the maximum at each level. To achieve these aims we made smaller pay awards (with a minimum of 1%) to those at or near the top of each range, and larger pay awards to those at or near the bottom of each pay range.Under HM Treasury guidelines, non-consolidated pay must be linked to performance. So the amounts awarded are directly related to the outcomes of our performance management process.The value of both consolidated and non-consolidated pay awards is negotiated with recognised trade unions, and is subject to Ministerial agreement. We do not negotiate individual awards, and our pay system takes no account of sex, race, disability, or any other protected characteristic.Gender pay gap dataThis analysis is based on our 187 relevant employees in post on 31 March 2019. Of this group, we employed 113 women and 74 men.Average pay gap2018/192017/182016/17Mean gender pay gap in hourly pay0?1.1%?7.5%Median gender pay gap in hourly pay0?3.0%?8.2%The mean hourly rate for women is ?23.12The mean hourly rate for men is ?23.12We have a mean gender pay gap of 0%. This means that, on average, men and women working for the Commission are paid equally.The median hourly rate of pay for both men and women is ?21.63.Our gender pay gap has narrowed significantly since 2016/17. The size of our workforce means even small changes can have a disproportionate statistical impact. So, we believe the changes in our gender pay gap are not only due to our non-discriminatory policies, but also in part due to changes in the protected characteristics of our workforce.Non-consolidated (bonus) payments2018/192017/182016/17Mean gender pay gap in bonus pay10.9%1.4%8.6%Median gender pay gap in bonus pay4.8%?0.4%0.0%Proportion of women who received a bonus87.0%66.4%94.0%Proportion of men who received a bonus88.0%73.8%90.3%Non-consolidated bonuses were set at a flat rate depending on the end of year performance mark awarded to each member of staff at the end of 2017/18. They were paid in November 2018.During 2018/19, we awarded a bonus to 163 eligible people in post on 31 March 2019. Of these, 98 were women and 65 men.Bonus payments received by men in 2018/19 were higher, on average, than bonus payments received by women in the same year. This pay gap was predominantly caused by the pro-rating of bonuses due to part-year employees.Following standard practice, the bonus payment is pro-rated according to the number of hours worked. As a result, part-time workers received a lower bonus than full-time workers. We employ a higher proportion of part-time women than part-time men.23.3% of women work less than a standard week12.5% of men work less than a standard weekBonus payments were also pro-rated according to the proportion of the year that people worked for us. As 69% of the new joiners in the relevant year were women, a higher proportion of women received a part-year bonus. If the pay gap calculation only included employees who were in post for the full performance year, the mean bonus pay gap would be ?3% and the median bonus pay gap would be 0. If the new joiners remain in post, they should receive a higher bonus next year.Pay quartilesWomenMenTotalLower quartile57%43%100%Lower middle quartile63%37%100%Upper middle quartile65%35%100%Upper quartile57%43%100%Among the overall workforce, 60% are women and 40% men.Ethnicity pay gap dataThis analysis is based on our 173 employees in post at 31 March 2019 who had declared their ethnicity. Our ethnicity balance at this date was:Ethnic minority: 22White: 151Not declared: 14Average pay gapMeasurePercentageMean ethnicity pay gap in hourly pay?1.4%Median ethnicity pay gap in hourly pay7.6%The mean hourly rate for ethnic minority employees is ?23.30.The mean hourly rate for White employees is ?22.97.We have a negative mean ethnicity pay gap of 1.4%. This means that, on average, ethnic minority employees working for the Commission are paid 1.4% more than White employees.The positive median pay gap indicates ethnic minority employees are more likely to be working for us in either the more junior or more senior roles and less likely to be found in the middle levels. See the pay quartile data below.Note that, due to our relatively low number of employees, the ratios are sensitive to small changes in our workforce.Non-consolidated (bonus) paymentsMeasure PercentageMean ethnicity pay gap in bonus pay3%Median ethnicity pay gap in bonus pay?1.2%Proportion of ethnic minority employees who received a bonus82%Proportion of White employees who received a bonus87%Non-consolidated bonuses were set at a flat rate depending on the end of year performance mark awarded to each member of staff at the end of 2017/18. They were paid in November 2018.The table above demonstrates that a slightly higher proportion of White employees were awarded a bonus than ethnic minority employees. The bonus pay gap was small – on average a difference of less than ?20.Pay quartilesEthnic minorityWhiteNot declaredTotalLower quartile20%76%4%100%Lower middle quartile15%76%9%100%Upper middle quartile2%91%7%100%Upper quartile11%78%11%100%Disability pay gap dataThis analysis is based on our 161 employees in post at 31 March 2019 who had declared their disability status. Our disability balance at this date was:Disabled: 28Non-disabled: 133Not declared: 26Average pay gapMeasurePercentageMean disability pay gap in hourly pay?0.3%Median disability pay gap in hourly pay5.0%The mean hourly rate for disabled employees is ?22.96.The mean hourly rate for non-disabled employees is ?22.88.We have a mean disability pay gap of ?0.3%. This means that, on average, our disabled employees are paid 0.3% more than our non-disabled employees. The median pay gap of 5% indicates that, while we have disabled staff at every level, we have a slightly higher percentage of colleagues with a declared disability in more junior grades (see pay quartile data below).Note that, due to our relatively low number of employees, the ratios are sensitive to small changes in our workforce.Non-consolidated (bonus) paymentsMeasurePercentageMean disability pay gap in bonus pay?11.6%Median disability pay gap in bonus pay?1.4%Proportion of disabled employees who received a bonus93%Proportion of non-disabled employees who received a bonus84%Non-consolidated bonuses were set at a flat rate depending on the end of year performance mark awarded to each member of staff at the end of 2017/18.The table above demonstrates that a higher proportion of disabled employees were awarded a bonus than non-disabled employees.Disabled employees also received a higher bonus payment on average.Pay quartilesDisabledNon-disabledNot declaredTotalLower quartile22%63%15%100%Lower middle quartile13%76%11%100%Upper middle quartile13%83%4%100%Upper quartile13%65%22%100%Our inclusive policiesWe aspire to be an exemplar employer with a diverse workforce that is representative of our society. We have an inclusive culture, offering the environment, leadership and training that enable our colleagues to thrive at work, develop their careers and perform to the best of their abilities.We have extensive policies that follow best practice in reducing pay gaps and making us an inclusive organisation. Key policies include:Our recruitment process is through fair and open competition (except in certain circumstances where redeployment or reorganisation policies apply) based on merit. We assess candidates for their ability to demonstrate the required competences, knowledge and skills. We make objective and evidence-based recruitment decisions.We anonymise applications to reduce the risk of unconscious bias. We ensure gender-balanced selection panels wherever possible.We use structured interviews for recruitment and promotion opportunities, ensuring we measure all candidates against a pre-specified set of questions and performance indicators. This makes the responses comparable and reduces the impact of unconscious bias.Rather than relying only on interviews, for many of our senior roles we ask candidates to perform tasks they would be expected to perform in the role they are applying for, to assess their suitability for the role.We review the diversity of our applicant pools and, where justified, we take positive action during recruitment advertising and selection.We offer a range of flexible working arrangements including part-time working, alternative working hours, job shares, home and agile working.We have introduced paternity leave as a day one entitlement, with flexibility, and offer four weeks of full pay with the option to stagger when it is taken.We offer enhanced parental pay for those who meet statutory requirements for adoption, maternity and shared parental leave. Employees can take up to 26 weeks off work on full pay, dependent on their circumstances. We offer the same shared parental leave entitlements to our male employees as we do to female employees.We operate positive action development programmes for colleagues who are under-represented at a senior level. This year we have seven colleagues on the Civil Service Positive Action Pathways Programme.We participate in the Civil Service Summer Diversity Internship Programme, and this year hosted a number of placements.We also provide an in-house career development workshop for our most junior staff, where we have higher proportions of ethnic minority and disabled colleagues.We provide mandatory equality and diversity sessions for all staff on an annual basis, including training on disability awareness, acceptable language and unconscious bias.We have introduced new anti-bullying and harassment policies, regularly communicate our zero tolerance approach to all forms of bullying and harassment, and have a clear structure for how colleagues can raise concerns.We run an annual people survey of all our colleagues. This includes questions about their health and wellbeing.We have trained our staff and managers in mental health awareness, and have in place mental health first aiders.In partnership with our trade unions we have introduced and promoted domestic abuse champions. This recognises that women, ethnic minorities and disabled people are most likely to be affected by domestic abuse. The champions are, however, accessible to all our colleagues.We are delighted to have achieved disability confident employer status.Our people and inclusion engagement group works with our people team to develop our policies and processes. Group members are representative of the diversity of our workforce.Taking further actionIn addition to our inclusive policies and the work already underway, we will continue our programme to take action to monitor and address pay gaps.Our priority is to develop our colleagues, and to attract a greater diversity of job applicants, so that our workforce is representative of the wider community at all levels. In 2019/20, we will continue to implement our inclusive policies set out above, and we will also take additional action. Our action plan is below.ActionByEqual pay audit – we will commission and deliver an independent audit of all roles in the Commission30.06.20Job evaluation of senior roles – we will commission and deliver independent evaluation of all executive roles30.06.20Pay round 2019/20 – we will analyse pay differentials and seek opportunities to reduce them within the HMT pay remit31.03.20HR policy review – we will review, consult and issue new policies that support our inclusive agenda31.12.19Equality, diversity and disability awareness training – we will deliver mandatory training to all employees31.05.19Positive Action Programme – we will fund 7 employees to participate in the Civil Service Positive Action Programme31.03.20Reasonable adjustment passport – we will introduce this to help disabled colleagues to move more easily between roles 31.03.20Disability confident scheme – we will achieve Level 2 - Disability Confident Employer30.11.19ContactsThis publication and related equality and human rights resources are available from our website.Questions and comments regarding this publication may be addressed to: correspondence@. We welcome your feedback.For information on accessing one of our publications in an alternative format, please contact: correspondence@.Keep up to date with our latest news, events and publications by signing up to our e-newsletter.EASSFor advice, information or guidance on equality, discrimination or human rights issues, please contact the Equality Advisory and Support Service, a free and independent service.Telephone 0808 800 0082Textphone 0808 800 0084Hours 09:00 to 19:00 (Monday to Friday)10:00 to 14:00 (Saturday)Post FREEPOST EASS HELPLINE FPN6521? 2020 Equality and Human Rights CommissionPublished June 2020ISBN: 978-1-84206-820-5 ................
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