Gender and Ethnicity pay gap
Organisations with more than 250 staff are required by law to complete a gender pay gap report which is submitted to a government website for public viewing. While Turn2us, with 69 staff, is not legally required to complete this report, it annually reviews both gender and ethnicity pay date as best practice using the legal parameters of legislation.
Gender pay gap
This is the Turn2us Gender Pay Gap report for the snapshot date of the 5th April 2021.
Top level summary is as follows:
- Overall mean gender pay gap is 13.6%
- Overall median gender pay gap is 6.16%
| 2019 | 2020 | 2021 | |
|---|---|---|---|
| Mean gender pay gap | 14.78% | 8.3% | 13.6% |
| Median gender pay gap | 4.0% | 3.46% | 6.16% |
| 2019 | 2020 | 2021 | |
|---|---|---|---|
| Male | £25.83 | £25.20 | £25.38 |
| Female | £22.02 | £23.11 | £21.93 |
| Band | Males | Females | ||||||||||||
| 2018 | 2019 | 2020 | 2021 | 2018 | 2019 | 2020 | 2021 | |||||||
| % | % | No | % | No | % | No | % | % | No | % | No | % | No | |
| A - Bottom Quartile | 28.57 | 21.43 | 3 | 38.5 | 5 | 23.5 | 4 | 71.4 | 78.6 | 11 | 61.5 | 8 | 76.5 | 13 |
| B - Lower Quartile | 35.71 | 35.71 | 5 | 30.8 | 4 | 29.4 | 5 | 64.3 | 64.3 | 9 | 69.2 | 9 | 70.6 | 12 |
| C - Upper Quartile | 42.86 | 35.71 | 5 | 61.5 | 8 | 50.0 | 9 | 57.1 | 64.3 | 9 | 38.4 | 5 | 50.0 | 9 |
| D - Top Quartile | 33.33 | 30.77 | 4 | 41.7 | 5 | 35.3 | 6 | 66.7 | 69.2 | 9 | 58.3 | 7 | 64.7 | 11 |
| 17 | 22 | 24 | 38 | 29 | 45 | |||||||||
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
What does this mean?
It is disappointing to see that Turn2us’s mean gender pay gap has increased to 13.6% with improvements made in 2020 having been lost. This is due to a decrease in the female mean hourly pay rate compared with the male rate staying more constant. This decline in the female rate can be explained by:
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the introduction of an Assistant job level within our Remuneration policy. While this will provide more opportunities for entry level jobs at Turn2us which didn’t exist before, staff who have been hired at this level since it was created have been female. This has therefore pulled the mean rate for females down.
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the hiring of a high number of junior (Officer) level positions all of whom have been filled by females. Overall, Turn2us hired 16 females and 7 males between April 20 to April 21. Of the 7 males, 4 of them were at manager or above level and only 5/16 of the females were at manager or above. So overall, more junior level females were hired during this period so depressing the mean rate.
This can also be seen in Table 3 where the number of females in the Bottom Quartile has increased from 61.5% to 76.5%.
One area where the trend is more encouraging is in the Top Quartile where the number of females has increased from 58.3% to 64.7%. In the Upper Quartile, the charity has achieved parity with 50% of male and female staff in this group.
How does Turn2us compare with the UK as a whole?
The charity sector in the UK as a whole does have more female employees than males. Turn2us is no different in that regard since it has hired 16 females and only 7 males during this period. As of April 2021, Turn2us employed 65% females to 35% males. Turn2us is confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather, its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.
Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation. In addition, men are more likely to be in technical and IT-related roles, which attract higher rates of pay than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a part-time basis are relatively low paid.
During this period, there were 3 males and 2 females on our senior leadership team of 5. If one looks at the next level of senior leaders (OMT) of which there are 9, 7 are female and 2 are male so at the senior levels within the charity, Turn2us is less reflective of the charity sector in general with its high proportion of senior females.
When looking at the full and part time staff at Turn2us, the pattern from the UK economy as a whole is reflected in the make-up of Turn2us’s workforce, where 30% of staff (21) are working part time and 18 out of the 21 are female.
In terms of technical/digital roles, again Turn2us tends to reflect the UK. Of the 8 staff in this group, 6 are male; however, the two most senior digital roles are both held by females, who were hired within the last 3 years.
How does Turn2us’s gender pay gap compare with that of other organisations?
The mean gender pay gap for the whole economy (according to the Office for National Statistics -ONS) in 2021 for full time staff was 15.4% so the Turn2us mean gender pay gap at 13.6% is just below this.
What is Turn2us doing to reduce the gender pay gap further?
Under the law, men and women must receive equal pay for:
- The same or broadly similar work;
- Work related as equivalent under a job evaluation scheme; or
- Work of equal value.
Turn2us is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.
The Charity wrote a new Remuneration policy which was approved by the Trustee Board in December 2020 which states that it totally supports equity, diversity and inclusion in staff pay, regardless of their sex (or any other characteristic set out above). This policy has transparent salary bandings and objective job level criteria to help ensure more consistency in terms of hiring starting salaries.
The Charity has also introduced some new recruitment software that allows for “blind” shortlisting. It is early days in our use of this software, but this should help the charity to ensure any gender or racial bias in hiring is reduced.
Turn2us will continue to provide the opportunity to request flexible work arrangements to all employees at all levels in the organisation.
Turn2us will continue to do everything that it can to reduce the gender gap including continuing to promote working with Turn2us as a genuine career opportunity where all employees are hired on their potential rather than their perfection and then supported to achieve their full potential working within a quality working environment. This has been highlighted already on the introduction of a new Assistant level and also plans to hire people from the Kickstart and Charity Works in the coming year.
Turn2us is committed to reporting on an annual basis on its gender pay gap and the progress that it is making on reducing it.
Ethnicity
Data measuring the ethnicity pay gaps is not currently a legal requirement. However, Turn2us is keen to review race in the same way as gender and so carried out an analysis using the same measurements as for gender. Below is the Race Pay Gap report for the snapshot date of the 5th April 2021. Overall, it shows a mean race pay gap of 4.01%.
| 2020 | 2021 | |
|---|---|---|
| Mean Ethnicity Pay Gap | 1.49% | 4.01% |
| Median Ethnicity Pay Gap | 0.5% | 3.63% |
| 2020 | 2021 | Difference | |
|---|---|---|---|
| White Staff | £24.11 | £23.42 | -£0.69 |
| Staff of Colour | £23.75 | £22.48 | -£1.27 |
| Band | White | Person of colour | ||||||
| 2020 | 2021 | 2020 | 2021 | |||||
| % | No | % | No | % | No | % | No | |
| A - Bottom Quartile | 76.90% | 10 | 70.59% | 12 | 23.08% | 3 | 29.41% | 5 |
| B - Lower Quartile | 61.54% | 8 | 64.71% | 11 | 38.46% | 5 | 35.29% | 6 |
| C - Upper Quartile | 76.92% | 10 | 61.11% | 11 | 23.08% | 3 | 38.89% | 7 |
| D - Top Quartile | 75.00% | 9 | 82.35% | 14 | 25.00% | 3 | 17.65% | 3 |
| 37 | 48 | 14 | 21 | |||||
What does this mean?
The overall mean ethnicity pay gap has increased by 2.5% in this 12-month period to 4.01% which is due to the difference between the mean hourly rate between white staff and those of colour increasing.
When looking at the ethnicity by quartile, and assuming the aim is for 50/50 parity in each quartile, then the Bottom Quartile and Upper Quartile are moving closer towards this split. The most concerning is in the Top Quartile where staff of colour numbers have reduced from 25% to 17%. However, the number of actual staff of colour in that top quartile has remained constant, it is the increase in number of white staff in the top quartile that has increased significantly.
However possibly when looking at ethnicity data, it is more important to see if the percentage of staff of colour is increasing as a total of the whole staff group. So, taking the April 2021 data, Turn2us had 69.5% of white staff (compared to 72.5% in April 2020) and 30.5% staff of colour (compared to 27.5% in April 2020) so the trend is moving in the right direction. ONS survey data shows that 60% of people who live in London are white compared to 40% who see themselves as of colour so perhaps this should be our target and by hiring more staff of colour the hope is that the pay gap data on ethnicity will improve.