Gender Pay Report 2020

This report sets out the results of our first 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 2020

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 2020. No bonuses were paid to the period ended 5th April 2020 for male and female employees

 MalesFemales
Mean0%0%
Median0%0%

The initial gender pay gap data highlights that there are no differences in the rate of hourly pay between male and female employees.

Pay quartiles

The chart below illustrates the gender distribution across four equally sized quartiles.

During the period ending 5th April 2020, 35% of the total employees were female vs 65% men.    

Understanding our gender pay gap

The relevant period ended 5th April 2020 consists of data of the first three months of payroll when Husp started trading in 2020.

The largest proportion of our workforce are men (making up 65%) and whilst there is no mean or median pay gap for hourly rate amongst the male and female employees (all males and females performing the same role, in the same area, with the same expertise and performance receive equivalent pay), our data shows us that slightly more men work in more senior positions relative to the overall male population (as identified by the pay quartile data).

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
Equal Pay

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).

We:

  • 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 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.

Over the next year we will also look at:

Company Policies
  • Review our company policies looking at our flexible working and uptake from our employees. 
  • Review our new manager guidelines on supporting employees before, during and after maternity and other parental leave.
Training:
  • We will deliver training for all line managers and senior managers in diversity and inclusion and supporting flexible working.
Employee Attraction and Retention
  • Review of employee benefits that attract both men and women
Declaration

We confirm that Husp Limited’s gender pay gap calculations are accurate and meet the requirements of the regulations.

Jay Gadher
Operations Director

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