Pay gap reports

• The mean gap is a calculation of the average hourly pay of a man in B3Living versus the average hourly pay of a woman whilst the median gap is a calculation of the exact mid-point between the lowest and highest-paid man versus the exact mid-point between the lowest and highest-paid woman.
• There is currently no difference between the median salaries for male and female employees. The mean gap has increased slightly but remains below the 2021 UK national gender pay gap of 15.4%, which was reported by the Office for National Statistics and relates to all employees. The last reported social housing sector average gender pay gap (April 2019) was 8.1%.

Formal gender pay gap reporting, which we are not required to do, requires organisations to divide their employees into quarters. This gives an indication of the representation of women at different levels within an organisation and enables us to analyse the data in more detail. Headcount has increased over the year, there were 40 colleagues in each quarter as of April 2021 and 43 as of April 22. The proportions of male and female colleagues in each quarter are shown in the following table.

Women are well represented in the upper quarter, however, eight out of our 10 highest paid colleagues are male and four out of five Executive Team members are male. They are less well represented in the upper middle quarter, which is where the majority of our Trade Operatives sit, who are predominantly male.

Similarly, the majority of colleagues working in our Estates Teams are male, ie Caretakers and Grounds Maintenance Operatives, which are two of our lowest paid roles, and this is reflected in the proportion of male colleagues in the lower quarter.

Following the pandemic, we continue to advertise all our vacancies as open to flexible working and 20.5% of our team work part-time. In addition, hybrid working has become an established way of working for our office-based colleagues and we have seen an increase in flexible working requests amongst off-site colleagues.

We continue to make improvements to improve the accessibility of our recruitment processes and to widen our reach. We have a new applicant tracking system which enables us to anonymise CVs, simplified recruitment literature and a streamlined application process. We are in the process of agreeing key measures to enable us to assess the impact of these and other improvements over time.

• The median gap is the difference between the exact mid-point between the lowest and highest-paid white colleague versus the exact mid-point between the lowest and highest-paid ethnically diverse colleague.
• The mean gap is the average hourly pay of a white colleague in B3Living versus the average hourly pay of an ethnically diverse colleague (including all salaries).

98% of our colleagues have shared their ethnicity with us. As of 31 March 2022, 6.9% colleagues fall into the ethnically diverse group and 90.8% identified as white.

This increase in the mean ethnicity pay gap is likely due to staff movements during the year. As we have very few colleagues who identify as ethnically diverse, the gap can be significantly affected by low numbers of people joining or leaving during the year.

Note: we haven't been able to find any relevant organisations to compare ourselves with because ethnicity pay gap reporting isn't required by law.

We want to improve the diversity of our team profile to reduce this pay gap. We are working on:

• Improving accessibility of our recruitment processes
• Building our employer brand to promote B3Living as a diversity-friendly employer.
• EDI training (including recruitment and unconscious bias training for managers)