Gender
At Beyond Housing:
- 54% colleagues were male
- 46% colleagues were female
- 0% of colleagues identified as being gender diverse, which is why the rest of this report talks in binary terms about male and female.
There is no change in this data from the previous year.
Mean and median gender pay gap
- Our mean gender pay gap was -0.9
- The UK mean gender pay gap in 2023 was estimated to be 13.8.
This means that on average, male colleagues in Beyond Housing were paid 0.9% less than female colleagues. This is a reduction in our mean gender pay gap of 2023 which was 6.1%, and it remains significantly lower than the estimate for colleagues in the whole of the UK.
- Our median gender pay gap was 6.4
- The UK median pay gap in 2022 was estimated to be 13.1 (slowly reducing).
This means that the average male colleague in Beyond Housing was paid 6.4% more than the average female colleague. This is a reduction on our median pay gap of 2023 which was 7.2%, and it remains significantly lower than the estimate for employees in the whole of the UK.
A median female colleague at Beyond Housing in April 2024 was a Customer Income Advisor or similarly graded colleague with more than 4 years’ service, a median male colleague was a Joiner. 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 multiskilling or add on 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 (and the tool allowance for joiners is higher than for other trades).
Mean and median gender bonus gap
- Our mean bonus pay gap was 26.8
- Our median bonus pay gap was 33.3
This means the mean average bonus payment was 26.8% higher for male colleagues than for female colleagues. In real terms this was a difference of £50.00. This is an increase on the previous year’s bonus pay gap which was 6.4%. Our bonus payments normally relate solely to our long service award scheme, which recognises service every 5 years with a payment of £10 for each year of service. However in the 2023/24 financial year we also launched a colleague referral scheme for roles where we have traditionally had some challenges with recruitment. Colleagues who refer someone to our vacancies are eligible to receive a bonus of £100 when the person starts work, and a further £200 when they successfully complete their six months introductory period.
Proportion of men and women receiving bonuses
- The proportion of male colleagues receiving a bonus was 17%
- The proportion of female colleagues receiving a bonus was 17%
Both have increased since last year (male colleagues 13%, female colleagues 16%) following the embedding of the colleague referral scheme. Male colleagues are more successful at making colleague referrals with more male colleagues making successful referrals and in some cases making multiple referrals. Male colleagues also tend to be in receipt of a long service award for longer service that attracts a higher payment.
Pay quartiles
| Men | Women | |
| Lower % | 37% (+) | 63% (-) |
| Lower middle % | 63% (+) | 37% (-) |
| Upper middle % | 65% (-) | 35% (+) |
| Upper % | 52% (-) | 48% (+) |
Last year there was an increase in the proportion of women in the lower quartile, but this has now returned to the previous pattern of reduction (of 4%). The proportion of women in the lower middle quartile also continues to reduce (by 7%). The proportion of women in the upper middle and upper quartiles continues to increase (6% and 2% respectively).
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 56% of our male colleagues work in trades who can increase their pay with tool allowances or by joining out of hours rotas or by multiskilling. Just under 2% of our female colleagues work in these occupations. We are making attempts to change this but this will take time to take effect and as we encourage women into trade occupations through our apprenticeship scheme this may initially have a negative effect on our gender pay gap – our lowest paid colleagues are our young apprentices in their first year. We currently employ 2 female trade apprentices (14% of our trade apprentices overall).
The Office for National Statistics (ONS) Annual Survey of Hours and Earnings (AHSE) published 29 October 2024, found that the median gender pay gap was slowly reducing for both full time and part time workers, and is higher for all employees because women fill more part time jobs. At Beyond Housing 89% of the 128 colleagues who work less than 37 hours per week are female, and these are predominantly in roles paid less than the median salary such as Reach & Respond, and administration/assistant/advisor roles.
The change in the proportion of men and women in the lower quartile and the reduction in our mean gender pay gap, are a result of the outsourcing and TUPE transfer out of our cleaning team who were previously in the lower quartile. All five of these colleagues were female.
This data excludes charge hands, team leaders and operations managers, who are not entitled to these additional payments.
