Gender Pay Gap for M&Y Maintenance and Construction

M&Y Maintenance and Construction is required by Government regulations to publish details of its gender pay gap each year, from a snapshot of pay data from 5 April the previous year. In particular the difference in average female earnings compared to average male earnings.  The regulations require the following data to published, see below:

Mean gender pay gap  = 14.7%

Median gender pay gap = 14.9%

Mean bonus gender pay gap = 100%

Median bonus gender pay gap = 100%

Percentage who received a bonus =  18.9% (not applicable)

The proportion of male and females in each pay quartile:

Lower quartile = 77.6% male and 22.4% female

Lower middle quartile = 91.4% male and 8.6% female

Upper middle quartile = 96.6% male and 3.4% female

Upper quartile = 91.2% male and 8.8% female

For comparison, the workforce is 10% female, 90% male overall.

Narrative from the Executive Team at M&Y Maintenance and Construction

The mean gender pay gap across M&Y Maintenance and Construction on 5 April 2017 was 14.7%.  We recognise there is work for us to do to reduce and eliminate this gap over time. We have already taken measures to achieve gender parity across M&Y. In particular, we will commit to making this a strategic priority, which will feature regularly on the board agenda and within key performance indicators. We are committed to ensuring that our pay and reward strategy is fair and gender neutral including continuing to complete a pay benchmarking exercise every two years.

The data shows that females are over represented in roles in the lowest pay quartiles and underrepresented in the top three quartiles, in particular the upper middle quartile. The key reason for this is the dominance of men in the skilled trades roles, along with the associated career routes for these trade based roles. There is evidently more work required to identify, encourage and equip female employees to take up skilled trade roles and identify and encourage women who have the potential to grow into more senior roles.

This will be supported through the development and roll out of phase two of the Leadership Coaching Programme, which will provide targeted coaching and mentoring support to individuals across the organisation. 

In addition, the LEAD programme, aimed at aspiring or newly promoted managers, will provide support, skills development and confidence to a new generation of future managers.

M&Y also provides access to the Housing Diversity Network (HDN) mentoring programme, which offers external coaching and mentoring to support our employees develop and work towards external as well as internal opportunities.

The People Services Team will develop a suite of Equality and Diversity metrics, including recruitment and promotion related indicators, which will closely monitor the gender pay gap and indicators across all the equality strands.  

Through our staff representative body VOICE, we will share gender pay information and seek views from our workforce to help identify any barriers  they believe contribute to gender inequality and will work together to mitigate or eliminate them.

M&Y is committed to working towards closing and eliminating our gender pay gap in the future and keeping our workforce and Board regularly updated with progress towards achieving this.

Gill Kelly

Managing Director

M&Y Maintenance and Construction