Gender
At Beyond Housing:
There is only a minor change in this data from the previous year, when 55% of colleagues were male.
Mean and median gender pay gap
- Our mean gender pay gap was 6.1
- The UK mean gender pay gap in 2023 was estimated to be 13.21
The estimated mean gender pay gap for employees in the UK (Office for National Statistics (ONS) Annual Survey of Hours and Earnings (AHSE) published 01 December 2023.
This means that on average, male colleagues at Beyond Housing were paid 6.1% more than female colleagues. This is an increase in our mean gender pay gap of 2022 which was 2.3%, however it remains significantly lower than the estimate for the whole of the UK.
- Our median gender pay gap was 7.2
- The UK median pay gap in 2023 was estimated to be 14.32
This means that the average male colleague in Beyond Housing was paid 7.2% more than the average female colleague. This is an increase on our median pay gap of 2022 which was 5.9%, however it remains significantly lower than the estimate for employees in the whole of the UK.
A median female colleague at Beyond Housing in April 2023 was a Customer Income Advisor with more than 4 years service, a median male colleague was a Bricklayer or Plasterer. While the basic pay rate for all of these roles is the same, trades colleagues are paid a tool allowance for the supply and maintenance of their own tools, and can achieve additional payments for additional skills (which reduces the need for additional trades to be sent to the same job). The median male colleague was in receipt of both of these payments.
Mean and median gender bonus gap
- Our mean gender bonus pay gap was 6.4
- Our median gender bonus pay gap was 0.0
This means the mean average gender bonus payment was 6.4% higher for male colleagues than for female colleagues. In real terms this was a difference of £8.89. This is an increase on the previous year’s bonus pay gap which was 2.4%. The payments made to the median average male and female colleague were the same (£100). Our bonus payments normally relate solely to our long service award scheme, which recognises service every five years with a payment of £10 for each year of service. However, in the previous financial year, all colleagues were given two separate one-off non-consolidated bonuses for COVID-19 recognition and as part of the locally negotiated pay award. There were no non-consolidated bonuses in 2022/23.
Proportion of men and women receiving bonuses
- The proportion of male colleagues receiving a bonus was 13%
- The proportion of female colleagues receiving a bonus was 16%
Both have reduced since last year because there were no all-company bonuses. Bonuses paid related solely to long service awards.
Pay quartiles
| Men | Women | |
| Lower % | 33% (-) | 67% (+) |
| Lower middle % | 54% (+) | 46% (-) |
| Upper middle % | 71% (-) | 29% (+) |
| Upper % | 56% (-) | 44% (+) |
In the previous two years, there was a decrease in the proportion of women in the lower quartile, but this trend has now reversed – the proportion of women in the lower quartile has increased (by 18%). However, this is partially balanced by a reduction of women in the lower middle quartile by 12%. For the second consecutive year the proportion of women in the upper quartile has increased (by 1%). The proportion of women in the upper middle quartile has also increased by 1%.
Commentary on Gender Pay Gap
We are confident that our gender pay gap did not stem from paying men and women differently for the same or equivalent work. Rather, our gender pay gap was the result of the roles in which men and women work within the organisation and the salaries that these roles attract. Approximately 62% of our male colleagues work in trades, which can increase their pay with tool allowances or by joining out of hours rotas or by multiskilling. Just over 1% of our female colleagues work in these occupations. We are making attempts to change this, however this will take time to take effect. One of the ways in which we encourage women into trade occupations is through our apprenticeship scheme. This may initially have a negative effect on our gender pay gap – as our lowest paid colleagues are our apprentices in their first year.
The change in the proportion of men and women in the lower quartile and the increase in our gender pay gap are a result of the outsourcing and TUPE transfer out of our grounds maintenance team who were previously in the lower quartile. All these colleagues were male.
