At B3Living, we are committed to fairness, transparency, and equality in everything we do. We believe that everyone deserves equal opportunities, regardless of gender, ethnicity, or background. While we're not legally required to publish a gender or ethnicity pay gap report, we choose to do so because we believe in being open and accountable.
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According to ONS, women earned around 93p for every £1 earned by men.
We reviewed our gender pay gap in April 2021 and have reviewed it again each year after for all colleagues using full-time equivalent hourly pay.
|
|
The median gender pay gap |
Mean gender pay gap |
|
April 2025 |
0.48% |
1.3% |
|
April 2024 |
0% |
4.86% |
|
April 2023 |
0% |
3.26% |
|
April 2022 |
0% |
5.73% |
|
April 2021 |
0% |
5.36% |
- 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.
From an internal survey conducted in December 2024, 47% of colleague respondents identified female.
Our figures show a 1.3% pay gap. This means we're ahead of the national average (7%) in closing the gender pay gap.
While we’ve made strides in improving representation at senior levels, there's always room for improvement. That's why we're working on supporting career development and progression for women across the organisation.
We advertise all our vacancies as open to flexible working which has become an established way of working for our office-based colleagues. We've also 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.
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|
Median ethnicity pay gap |
Mean ethnicity pay gap |
| April 2025 | 9.62% | 0.05% |
| April 2022 | 0.77% | 0.86% |
|
April 2021 |
0% |
6.90% |
|
April 2020 |
14.04% |
3.28% |
- 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).
In a survey conducted with colleagues in December 2024:
- 85.21% of respondents identified as White (inc. White Minority Ethnic)
- 3.55% of respondents identified as Black, Black British Caribbean or African
- 3.55% of respondents identified as Asian or Asian British
- 3.55% of respondents identified as Mixed or multiple ethnic groups
- 0.59% of respondents identified as Other ethnic group
- 3.55% preferred not to answer.
As of April 2025, colleagues from Ethnic Minority backgrounds earn 9.62% more than White colleagues when comparing median hourly salary.
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)
- Conducting analysis of applications from candidates with under-represented identities in our colleague population.