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The mean is the mathematical average for all men and women employees. The mean gap is the difference between men’s and women’s average pay. The median is the middle value paid to all men compared to the middle value paid to all women employees. The median gap is the difference between the midpoints in the ranges of men’s and women’s pay.

The following table highlights proportions of men and women employees in each quartile pay band within Fairhive:

Proportions of men and women employees in each quartile pay band within Fairhive

Band	Men	Women
Lower quartile	38.8%	61.2%
Lower middle quartile	58.2%	41.8%
Upper middle quartile	65.7%	34.3%
Upper quartile	57.6%	42.4%

We determined the hourly rate of pay for men and women employees and ranked those employees in order from lowest paid to highest paid. We divided into four sections, each comprising an equal number of employees, to determine the lower, lower middle, upper middle and upper quartile pay bands.

Our statement

It is important that equality and diversity is at the heart of everything we do, both as a service provider and employer. Therefore we must continue to create and maintain a culture where people can be themselves, regardless of gender or any other attribute or choice.

We ensure employees are treated equally at all times, ensuring they have the same opportunities for employee development, recognition and reward. Women make up 44.0% of our workforce and 53.0% of our managers.

We are proud that our median pay gap compares favourably at 5.0% with the median pay gap of the UK economy which is 14.3%. We are also pleased that our mean pay gap compares favourably at 2.6% vs the UK average at 14.6%. 

For the first time, we have also linked our gender pay gap and the age of our colleagues. It is encouraging that for the most part, we compare positively to the UK average. For instance, our median pay gap for our 60+ colleagues is -1.5% in favour of women vs the UK average of 17.9% in favour of men. Our opportunity is with our younger employees aged under 21.

Our median bonus gap is an opportunity for us at 31.7%. Historically, we have had two bonus schemes operating but in the interest of fairness and promoting a united culture, we now have one bonus scheme for all our employees. It is anticipated that our median bonus gap will reduce as a result of this change. In addition, we have made progress with recruiting women into senior leadership positions and will continue to focus on our challenges:

• We have fewer women working as Trade Operatives (who historically have attracted higher levels of bonus based on productivity).
• A far higher proportion of our women work part time.

We believe that our median and mean pay gap compares favourably due to our proactive commitment to maintain diversity and inclusion, which include:

• The following is in all our job adverts:

• “…we welcome applicants from ethnic minority backgrounds, and applicants who have status as an individual with a physical or mental disability… We are a Disability Confident Leader.”

• Our recruitment and internal promotions continue to be based on merit using a competency-based approach against objective and non-discriminatory criteria.
• Our Equality and Diversity Policy is regularly reviewed by the Board and at a senior level, setting out the principles and high standards expected at Fairhive. In addition an annual update on equality and diversity is provided to the Board summarising key actions during the year.
• An online performance management programme ensuring that objectives are managed in a fair way. This is the foundation for our performance related pay structure, recognising strong performance and highlighting opportunities fairly.
• Pay is determined by a role framework system using job evaluation, based on non-discriminatory factors. Our role framework provides a systematic and consistent approach to defining skills and experience needed for the role.  Only the job itself is evaluated, not the person doing it.
• An Employee Consultative Committee that is our forum for partnership working and information sharing across Fairhive. We consult through this Committee on terms and conditions of employment.
• We are committed to providing all employees with the opportunities to excel in their current and future roles by supplying a comprehensive programme of learning and development.

• We also provide mandatory equality and diversity training for all with refresher training.

• We will continue to prioritise Equality Impact Assessments in 2024 which will reinforce our commitment to equality and diversity at all levels of the business.

Although our gender pay gap analysis results are   encouraging, we are not complacent. We will keep our own performance under ongoing review and seek to continuously improve the experience of all of our employees in respect of equality, diversity and inclusion.

I confirm that the information in this statement is accurate.

Stephen Stringer

 

 

Chair of Fairhive Homes Ltd