Gender pay gap report 2020

Gender pay gap report 2020

Our gender pay gap 

As an organisation, we are committed to equality, diversity and inclusion and our people practices ensure that we recruit, retain and develop the best colleagues for the role regardless of sex, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief or sexual orientation.

Our median gender pay gap for 2020 is 12.9%. While this is 2.3% higher than last year, we have seen an overall improvement of 7.9 percentage points (pps) since gender pay gap reporting began in 2017. This also compares positively against the Office of National Statistics (ONS) median gender pay gap of 15.5% in 2020.

We are pleased however that our mean figure continues to reduce, seeing a 3 pps improvement year on year and an improvement of 8 pps since 2017. This demonstrates that on average we are closing the pay gap between males and females in our business through the measures we are taking.

Our full results can be seen in this report alongside an overview of how we are investing in our people which will help us further close our gender pay gap.

Gender pay gap reporting 

Gender pay gap is the difference between the average hourly rate received by men and women and is not a comparison of pay rates for men and women doing work of equal value. 

Overall: Hafod Care, Housing, Support and Resources

Median Gap

  • 2020 12.9% 12.9%
  • 2019 10.6% 10.6%
  • 2018 14.1% 14.1%
  • 2017 20.8% 20.8%

Mean Gap

  • 2020 22.4% 22.4%
  • 2019 25.4% 25.4%
  • 2018 29.1% 29.1%
  • 2017 30.4% 30.4%

Hafod Care

Median Gap

  • 2020 0.7% 0.7%
  • 2019 0.6% 0.6%
  • 2018 3.1% 3.1%
  • 2017 20.8% 20.8%

Mean Gap

  • 2020 8% 8%
  • 2019 6.8% 6.8%
  • 2018 6.8% 6.8%
  • 2017 13.3% 13.3%

Hafod Housing and Support

Median Gap

  • 2020 -5.3% -5.3%
  • 2019 -2.1% -2.1%
  • 2018 0% 0%
  • 2017 0% 0%

Mean Gap

  • 2020 -6.4% -6.4%
  • 2019 2.9% 2.9%
  • 2018 9.6% 9.6%
  • 2017 13.3% 13.3%

Hafod Resources

Median Gap

  • 2020 23.8% 23.8%
  • 2019 27.6% 27.6%
  • 2018 36.2% 36.2%
  • 2017 36.4% 36.4%

Mean Gap

  • 2020 30.6% 30.6%
  • 2019 36.2% 36.2%
  • 2018 40.7% 40.7%
  • 2017 43.6% 43.6%

Why we have a gender pay gap

Across our organisation, women are well represented throughout our two highest pay bands. However, they also occupy the majority of the two lowest pay bands.

This is common in the care and support industry, where women make up the majority of the frontline workforce. At Hafod 89% of our frontline teams are women, and across our whole organisation 84% of our colleagues are women.

This means that our organisational shape translates into a gender pay gap because although women are well represented at senior and middle manager levels in our organisation, they greatly outnumber men in lower paid frontline roles.

We are pleased that in care, housing and support our gender pay gaps are below the ONS average. In housing, women occupy a greater percentage of senior roles which means there is a -5.3% median gender pay gap.

Within our resources areas we have reduced our median gender pay gap year on year by 12.6 pps, which reflects the senior female appointments which have been made in 2019/2020.

Closing our pay gap

 

As a people-focused organisation, our colleagues are central to what we do and empowering and enabling them to make lives better for our customers is the key to us achieving our strategic priorties.

In 2019 we launched a comprehensive people strategy which enables the delivery of our organisational goals and sets out our commitment to foster a truly inclusive organisation. At the heart of our people strategy is the focus on enabling great days at work for our colleagues through great people practices such as:

  • career pathways and development opportunities
  • improving terms and conditions
  • development programmes for our leaders and managers
  • demonstrating our commitment to equality, diversity and inclusion
  • embracing our social credentials in the way we work
  • building a strong engagement culture where colleagues are involved in decision-making and feel valued for the work they do

Our priorities have helped us make strides in closing our gender pay gap since reporting began in 2017. We believe that a continued focus on our priorities will help reduce our pay gap further and improve the lives of our colleagues.

Karen Rosser

Karen Rosser

Corporate director - People, Communications and IT

Karen Rosser

Karen Rosser

Corporate director - People, Communications and IT

Closing our pay gap

As a people-focused organisation, our colleagues are central to what we do and empowering and enabling them to make lives better for our customers is the key to us achieving our strategic priorties.

In 2019 we launched a comprehensive people strategy which enables the delivery of our organisational goals and sets out our commitment to foster a truly inclusive organisation. At the heart of our people strategy is the focus on enabling great days at work for our colleagues through great people practices such as:

  • career pathways and development opportunities
  • improving terms and conditions
  • development programmes for our leaders and managers
  • demonstrating our commitment to equality, diversity and inclusion
  • embracing our social credentials in the way we work
  • building a strong engagement culture where colleagues are involved in decision-making and feel valued for the work they do

Our priorities have helped us make strides in closing our gender pay gap since reporting began in 2017. We believe that a continued focus on our priorities will help reduce our pay gap further and improve the lives of our colleagues.

Pre-registration nursing programme

In 2019, we launched a new career pathway programme, offering colleagues the opportunity to apply for funded places on the Pre-registration Nursing degree with the Open University (OU).

The part-time programme typically takes four years to complete, with successful students qualifying as a registered adult or mental health nurse.

Three colleagues successfully applied for the first programme which began in 2020 and now our second co-hort of four colleagues have started their journey in February.

The part-time home study with the OU is primarily delivered through distance learning such as webinars and digital resources which is flexible around other commitments. Support is also provided from a tutor throughout the duration of the programme.

Students will also gain vital practical experience from work placements in partnership with the NHS, where they will benefit from the supervision of qualified nurses who also act as mentors.

The programme is part of our commitment to invest in our people, creating a structured career pathway for our colleagues to become registered nurses. For our female workforce this has provided a new opportunity that previously didn’t exit, allowing them to study part-time and progress in their career.