Gender Pay Gap

Gender Pay Gap

Gender Pay Gap Statement for M&Y  - 2021/2022
 

As part of our commitment to Equality, Diversity and Inclusion we recognise the importance of collecting data and effectively analysing our gender pay gap, to help inform priorities and guide effective action.

As of the 4th of April 2018, all organisations in the UK with more than 250 employees are required to publish details of their gender pay gap.  In particular the difference in average female earnings compared to average male earnings.  For M&Y, based on data from 5th April 2021, these figures are:

  • Mean gender pay gap = 21.8%
  • Median gender pay gap = 22.40%
  • Mean bonus gender pay gap = 65.90%
  • Median bonus gender pay gap = 46.9%
  • Percentage who received a bonus = 13.9% (not applicable)

The proportion of male and females in each pay quartile:

  • Lower quartile = 67.3% male and 32.7% female
  • Lower middle quartile = 80.0% male and 20.0% female
  • Upper middle quartile = 89.10% male and 10.9% female
  • Upper quartile = 88.9% male and 11.1% female

For comparison, the workforce is 18.4% female, 81.6% male overall.
 

Narrative from the Executive Team at Regenda Homes

The mean gender pay gap across M&Y on 5 April 2018 was 21.8.

The data shows that females are over-represented in roles in the lowest pay quartiles and underrepresented in the top quartile.  The key reason for this is the dominance of men in the skilled trade’s roles, along with the associated career routes for these trade-based occupations.  There is evidently more work in society generally and for M&Y to identify, encourage and equip women to take up skilled trade roles and identify, encourage and support women who have the potential to grow into more senior roles.

The LEAD programme, aimed at aspiring or newly promoted managers, provides support, skills development and mentoring to support a new generation of future managers.

M&Y is committed to creating trade-based apprenticeship opportunities, which encourages more women to enter the skilled trades, in partnership with our in house training organisation – The Learning Foundry.  M&Y is also active in promoting careers in the trades and construction sector, through a variety of activities, including participating in Women in Construction events, speaking to school children about career opportunities and attending careers events with schools and local universities.

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 and learning team is developing an improved suite of Equality and Diversity metrics, including recruitment and promotion related indicators, which will closely monitor the gender pay ap 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 our gender pay gap over time and keeping our workforce and Board regularly updated with progress towards achieving this.
 
Signature

Gill Kelly
Managing Director of M&Y