We’ve reduced our gender pay gap

Due to the current COVID-19 outbreak, gender pay gap reporting has been suspended by the UK government for this year. However, we have submitted our figures and want to share the positive outcomes we’ve achieved.

Since reporting became mandatory in 2017, we have almost halved our gender pay gap* and that’s not all, our aim is to keep reducing it every year.

Our pay gap has reduced to 10.6% in 2019 which is a continued improvement from 14.1% in 2018 and 20.1% in 2017. This also compares favourably with the national median pay gap of 17.3% provided by the Office of National Statistics (ONS).

Across our organisation, women are well represented at senior and middle manager levels but also occupy 88% of our frontline workforce. This is common in the care and support industry and means women hugely outnumber men in lower-paid frontline roles which creates our pay gap.

We’ve been tackling the challenges around low-paid work for the last few years by improving terms and conditions for our colleagues. They have benefitted from improved rates of pay and enhanced sick pay.

Now, more than ever, the importance and value of social care in our society is in the spotlight. We want to use this as an opportunity to influence and change things for the better.

We’re also addressing the lack of opportunities to gain new skills and progress by creating new career pathways. Our work based learning academi provides a range of courses, programmes and experiences for colleagues for every step of their learning journey. This will help to increase their incomes which will help us to close our pay gap.

Karen Rosser, our Executive Director for People and Change, said: “It’s very pleasing to have closed our pay gap even further this year. However, we recognise that there’s still work to be done and we’re committed to reducing it even further over the next 12 months.

“Investing in our people is one of our strategic priorities. Together with our people plan, we want colleagues to feel valued and encouraged to achieve their potential, which will also support us in closing our pay gap.”

Read more about how we’re positively addressing our pay gap and to view our Gender Pay Gap Report 2019.

To find out more about working for Hafod and view our latest job opportunities, click here.

*The median pay gap is the difference between the middle hourly salary of men and women, when all salaries are lined up from lowest to highest.