Ten social housing landlords were recorded as publishing their gender pay gap reports late to the government in the past two years, according to the watchdog that enforces compliance with the regulations.
According to figures from the Equality and Human Rights Commission (EHRC) obtained by Inside Housing through a Freedom of Information Act request, three landlords were deemed late in submitting their reports by April this year, while seven were late in 2018.
Legislation introduced in 2017 requires organisations with 250 or more employees to publish on an annual basis the difference in average hourly earnings and bonus payments for men and women.
Businesses and charities must publish data for the previous year by 4 April, and public sector organisations must publish it by 30 March.
Of the three organisations that the EHRC claimed missed the deadline this year, it wrote to two – Tai Calon Community Housing Association and Norwich City Council – to require them to comply with the regulations. Humankind, a charity that runs housing services, was the third landlord the EHRC reported to have missed the deadline.
According to the EHRC, Norwich City Council, which did not respond to Inside Housing’s requests for comment, complied retrospectively within 28 days of its letter.
A spokesperson for Tai Calon said: “The gender pay gap report for 2018 was submitted well within the deadline set although it did not show on the official website due to an error. This has since been resolved.”
A Humankind spokesperson said that the organisation submitted its response before the deadline and had previously asked the government’s gender pay gap reporting team to rectify the flag marking its submission as late.
The EHRC does not hold the reason for each late report. Six of the seven social landlords it says were late meeting last year’s deadline for reporting 2017 figures – Moat Homes, Karbon Homes, Bolton at Home, Cross Keys Homes, Weaver Vale Housing Trust and Chesterfield Borough Council – told Inside Housing they reported on time but made an amendment to the submitted data after the deadline.
Orbit decided to “restate” its 2017 figures, said Helen Nicholson-Rhodes, its HR director, “following a review of the guidelines and reports that one in six UK businesses restated their position”.
A Government Equalities Office spokesperson said: “Gender pay gap regulations require all in-scope employers to report accurate gender pay gap figures by the deadline.
“Employers can make changes to their report and the data within it but any changes made to the gender pay gap figures after the deadline will result in a ‘late report’ badge. At present there are no plans to change this.”
|Housing association||Median gender pay gap 2018 (%)||Median gender pay gap 2017 (%)||Mean gender pay gap 2018 (%)||Mean gender pay gap 2017 (%)||Proportion of women in top pay quartile ie highest-paid 2018 (%)||Proportion of women in top pay quartile ie highest-paid 2017 (%)||Proportion of women in upper middle pay quartile 2018 (%)||Proportion of women in upper middle pay quartile 2017 (%)||Proportion of women in lower middle pay quartile 2018 (%)||Proportion of women in lower middle pay quartile 2017 (%)||Proportion of women in lower quartile ie lowest paid 2018 (%)||Proportion of women in lower quartile ie lowest paid 2017 (%)||Median gender bonus gap 2018 (%)||Median gender bonus gap 2017 (%)||Mean gender bonus gap 2018 (%)||Mean gender bonus gap 2017 (%)||Proportion of women receiving a bonus 2018 (%)||Proportion of women receiving a bonus 2017 (%)||Proportion of men receiving a bonus 2018 (%)||Proportion of men receiving a bonus (2017)|
|Halton Housing Trust||Late filing||-4.4||Late filing||-3||Late filing||44.6||Late filing||46.7||Late filing||27||Late filing||53.3||Late filing||0||Late filing||0.9||Late filing||79.7||Late filing||78.8|
|Notting Hill Genesis *1||28.6||N/A||21.7||N/A||48.4||N/A||61.7||N/A||76.8||N/A||76.5||N/A||4||N/A||11.2||N/A||48||N/A||41||N/A|
|Housing & Care 21||26.1||28||35.8||36||76||77||91||92||94||93||94||95||0||0||-4.6||-1.5||1.7||40||1.4||22|
|WM Housing Group*2||22||5.8||21||15.9||49||53.2||60||57.4||64||58.1||67||65.6||N/A||N/A||N/A||N/A||0||0||0||0|
|Sanctuary Housing Association*4||20.9||11.3||20.6||17.8||49||49||60||62||72||71||70||64||83.2||0||19.9||-4.1||1.2||1.8||1.7||2.9|
|Metropolitan Housing Trust*5||16.3||14.8||16.6||23.3||47.3||49.4||51.2||62.2||59||68.4||75.3||74.9||38.5||57.1||49.9||53.7||3.4||5.2||2.9||8.5|
|Bron Afon Community Housing||13.4||16.6||7.4||8.4||32.8||28.3||27.3||30.5||55.4||49.2||47.9||48.8||N/A||N/A||N/A||N/A||0||0||0||0|
|One Housing Group||11.4||6.4||23||18.8||50.7||50||62.1||59.6||61.7||55.8||80.2||71.8||0||0||38.3||46.9||53.1||65.2||41.6||69.2|
|Plus Dane Housing||9.9||3.4||-0.2||-0.5||54.5||62.5||34.7||52.4||42.8||41||54.1||48.6||N/A||N/A||N/A||N/A||0||0||0||0|
|Merlin Housing Society*8||9.6||8||16.9||12.9||31||45||48||41||53||51||62.4||66||-2.9||-45||23||-32.5||22.1||0.5||18.8||1.5|
|Your Housing Group||8.2||15.6||16.5||17.7||46.2||47.5||58.2||62||57.7||67.3||64.9||65.5||-262.7||N/A||-69.5||N/A||0.2||0||8.5||0|
|Coast and Country Housing*12||2.4||2.4||-0.7||4.7||42.5||42.2||36.7||36.7||48.8||52.3||47.7||51.2||0||N/A||6.3||N/A||3.1||0.4||6.3||0|
|Paradigm Housing Group||1.9||0||12.6||9.7||40||40||48||51||33||24||69||73||N||N/A||N/A||N/A||0||0||0||0|
|The Wrekin Housing Trust||1.8||1.8||7.4||8.3||43.6||43.7||42.9||44.4||55.3||57.5||44.7||50||46.1||29.2||39.8||11.7||2.8||3.8||2.1||2.9|
|Waterloo Housing Group||0.1||4.9||9.4||12.1||50||58||64||58||58||61||56||50||N/A||N/A||N/A||N/A||0||0||0||0|
|Choices Housing Association||0||0||-1.8||0||87.7||84.4||86.2||84.4||88.4||81.2||83.3||88.2||0||0||-17||33||16.1||30.3||14.7||45.3|
|Peabody Trust *13||0||-7.1||5.5||-2.4||45.2||48.9||60.4||50.2||60.2||58.3||43.4||26.5||0||0||14||14.2||58.5||79.8||68.4||75.6|
|The Guinness Partnership||-0.2||-4.8||8.8||6.4||44||48.3||63||59.4||56||53.7||49||51.3||-3.8||0||2.5||4.3||76||58.3||75||50|
|Places for People*14||-0.3||6.3||3.2||5||42.3||40.3||31.6||31.9||19.7||29.2||52.6||58.6||47.1||91||8.5||80||2.2||2.1||2.5||1.9|
|Glasgow Housing Association||-48.4||-45.9||-27.4||-25||58.4||57.5||66.7||66.2||18.1||21.7||16.4||16.5||N/A||N/A||N/A||N/A||0||0||0||0|
The data above was originally published as part of our investigation 'Housing's gender pay gap problem' and was correct as of 12 April 2019
*1 Genesis and Notting Hill Housing merged in April 2018. Genesis had a median pay gap of 28.6% in April 2017; Notting Hill Housing Trust of 19.8%.*2 These are figures for West Mercia Homes. WM Housing Group has an overall median gender pay gap of 12.07%.*3 The 2017 data is different to that originally reported by Inside Housing because Orbit restated their figures to the government after the gender pay gap deadline.*4 These figures are for Sanctuary Housing Association, one of eight entities that make up the Sanctuary group.*5 These figures pre-date Metropolitan’s merger with Thames Valley in October 2018.*6 Due to transformational change, Onward Homes is now Onward Group.
*7 These figures pre-date Hanover’s merger with Anchor in November 2018.*8 These figures pre-date Merlin’s merger with Bromford in July 2018.*9 LiveWest was created by the merger in March 2018 of DCH and Knightstone. DCH had a median gender pay gap of 12.7% for April 2017; Knightstone of 11.6%*10 Viridian and AmicusHorizon amalgamated in May 2017 to form Optivo. Viridian had a median gender pay gap of 27.4% in April 2017; AmicusHorizon of 7.5%.*11 The median gender pay gap at L&Q Living is 1.7%.*12 These figures pre-date the association’s merger with Yorkshire Coast Homes in October 2018 to form Beyond Housing.*13 Family Mosaic is part of Peabody following a merger in July 2017. Family Mosaic’s median gender pay gap in April 2017 was 19.4%.*14 These are figures submitted for Places for People’s regulated housing activities.
A minus gender pay gap means women are paid more than men.
Inside Housing’s Inclusive Futures campaign aims to promote and celebrate diversity and inclusion.
We are pledging to publish diversity audits of our own coverage.
We are also committed to proactively promoting positive role models.
We will do this through the pages of Inside Housing. But we will also seek to support other publications and events organisations to be more inclusive.
Our Inclusive Futures Bureau will provide a database of speakers and commentators from all backgrounds, for use by all media organisations.
We are also challenging readers to take five clear steps to promote diversity, informed by the Chartered Institute of Housing’s diversity commission and the Leadership 2025 project.
INSIDE HOUSING’S PLEDGES
We will take proactive steps to promote positive role models from under-represented groups and provide information to support change.
We pledge to:
Publish diversity audits: We will audit the diversity of the commentators we feature. We will formalise this process and publish the results for future audits twice a year.
Promote role models: We will work to highlight leading lights from specific under-represented groups, starting in early 2018 with our new BME Leaders List.
Launch Inclusive Futures Bureau: We will work with the sector to compile a database of speakers, commentators and experts from under-represented groups. The bureau will be available to events organisers, media outlets and publications to support them to better represent the talent in the sector.
Take forward the Women in Housing Awards: Inside Housing has taken on these successful awards and will work to grow and develop them.
Convene Inclusive Futures Summit: Our new high-level event will support organisations to develop and implement strategies to become more diverse and inclusive.
THE CASE FOR CHANGE
of housing association chief executives are female
of housing association executives have a disability
of housing association board members are LGBT
Women make up 46% of the UK workforce, but Inside Housing research found that they are under-represented on housing association boards (36%), executive teams (39%) and among chief executives (34%).
Almost a fifth of working-age adults have a disability (18%), yet associations reported only 1% of executives and 4.5% of board members with a disability. Many were unable to provide details.
Nationwide, 14% of the working-age population come from a BME background, climbing to 40% in London and Birmingham. Yet our research found that 6.8% of board members identified as BME, compared with 4.5% of executives.
Statistics on representation of LGBT people in the workforce are in short supply, but official statistics suggest that 2% of the total UK population identify as lesbian, gay or bisexual, rising to 4.1% for 16 to 24-year-olds. Our survey found that 1.6% of board members and 10 executives were LGBT – but most organisations were unable to provide figures.
THE INCLUSIVE FUTURES CHALLENGE
Inside Housing calls on organisations to sign up to an inclusive future by taking five steps:
Prioritise diversity and inclusion at the top: commitment and persistence from chief executives, directors and chairs in setting goals and monitoring progress.
Collect data on the diversity of your board, leadership and total workforce and publish annually with your annual report. Consider gender, ethnicity, disability, sexuality, age, and representation of tenants on the board.
Set aspirational targets for recruitment to the executive team, board and committees from under-represented groups.
Challenge recruiting staff and agencies to ensure that all shortlists include candidates from under-represented groups.
Make diversity and inclusion a core theme in your talent management strategy to ensure you support people from under-represented groups to progress their careers.
The media plays a key role in championing diverse role models, so we designed a project to measure Inside Housing’s track record.