Gender Pay Report 2021
This report sets out the results of second pay gap analysis performed in line with legislation that came into force in April 2017. The report also provides additional analysis we have undertaken to better understand the causes of our gender pay gap, as well as the initiatives we are currently implementing to improve our position.
Our results for 2021
Gender pay and bonus gap
The table below shows the mean and median gender pay gap. The gender pay gap figures are based on hourly rates of pay at the snapshot date of 5th April 2021. No bonuses were paid to the period ended 5th April 2021 for male and female employees.
There is a gap of 4p on the mean (average) hourly rate, meaning males earn £1.04 for every £1 that females earn. Comparing hourly median pay gap of 2p, meaning males earn £1.02 for every £1 females earn.
The chart below illustrates the gender distribution across four equally sized quartiles.
During the period ending 5th April 2021, 33% of the total employees were female vs 67% men.
Understanding our gender pay gap
The largest proportion of our workforce are men (making up 67%) and whilst there is no equal pay gap for hourly rate amongst the male and female employees performing the same role, in the same area, with the same expertise our data shows us that more men are within the upper middle and upper pay quartiles. This is because more men are currently working in more senior positions than women.
During the relevant period, there were no bonus paid to either male or female employees, hence resulting in no mean and median pay gap in relation to bonus.
Addressing our gender pay gap
We are committed to 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. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or anything else listed above).
- carry out regular pay audits;
- compare job roles and pay grades of our clients to our employees to ensure fairness.
Our gender pay gap is not because we pay men and women differently for the same or equivalent work but a gender pay gap exists because men and women work in different roles, where a higher proportion of men work in more senior positions.
As part of our strategy for FY21 -22 we will look to understand why there is a discrepancy between men and women per pay quartile by collating evidence to understand:
- the number of men and women applying for jobs and being recruited;
- the type of sectors that may attract more men and women
- the number of men and women applying for and getting promotions;
- the number of men and women leaving our employment and their reasons for leaving;
- the number of men and women working flexibly and their level within our company;
- the number of men and women who return to their original job after maternity or other parental leave; and
- the number of men and women still working a year after they took maternity or other parental leave.
Closing our Gender Pay Gap
Our commitment over the next year is to:
- Continue to support home working or hybrid working for our employees
- Review our new manager guidelines on supporting employees before, during and after maternity and other parental leave.
- Review all our company policies to ensure best practice as well as meet legislative requirements
- We will deliver training for all line managers and senior managers in diversity and inclusion and supporting flexible working.
- Support training opportunities for our employees to develop in their roles and senior roles
Employee Attraction and Retention
- Access to an employee benefits and wellbeing portal that attracts both men and women
We confirm that Husp Limited’s gender pay gap calculations are accurate and meet the requirements of the regulations.