ao link
Twitter
Facebook
Linked In
Twitter
Facebook
Linked In

You are viewing 1 of your 1 free articles

Growing gender pay gap as housing association chief executive salaries rise

The pay gap between female and male chief executives has widened from 5% to 8.2%, as the salaries of male housing association bosses rose well above inflation, Inside Housing’s annual salary survey has revealed

Linked InTwitterFacebookeCard
Picture: Alamy
Picture: Alamy
Sharelines

Our annual survey shows housing association CEO pay is up 4.3% #ukhousing research by @jester

Pay gap between male and female housing association CEOs widens #ukhousing research by @jester

Growing gender pay gap as housing association chief executive salaries rise

Inside Housing’s Inclusive Futures campaign aims to promote diversity and inclusion among housing’s leadership teams

 

 

Average pay was up 4.3% to £173,274 from £166,205, the survey of chief executives at 182 of the UK’s largest housing associations showed.

This rise was driven substantially by pay rises for male chief executives, who saw their total salaries – made up of basic pay, car allowance and any bonuses – increase 4.7% in 2017/18, to reach £178,131.

In the same period, female chief executive pay rose only 0.8%, which is below the rate of inflation, to reach an average of £163,559.


READ MORE

L&Q first housing association to report BME pay gapL&Q first housing association to report BME pay gap
NHF reveals 14.6% gender pay gap in voluntary reportNHF reveals 14.6% gender pay gap in voluntary report
Housing association chief executive salary survey 2018Housing association chief executive salary survey 2018
CEO gender pay gap flags a problem for the sectorCEO gender pay gap flags a problem for the sector
Housing’s diversity challengeHousing’s diversity challenge

The pay gap widened despite an increase in the number of women holding chief executive jobs at the biggest housing associations in the UK, from 49 to 58, or just under a third.

Nicola Dibb, executive director of Women in Social Housing, called the change “a step backwards in terms of gender parity at the top of the housing sector”.

Ms Dibb added: “The widening pay gap is worrying, to say the least, and while the number of female chief executives is moving in the right direction, women still remain woefully under-represented at this level.”

 

Inside Housing subscriber? Click here to access the full chief executive salary survey data

 

James Tickell, partner at Campbell Tickell, said: “The disparity is partly to do with the number of new starters who are women. These lower salaries tend to bring down the average.”

This could suggest that the pay gap will narrow in future years, as this cohort progress in their careers.
Alison Inman, president of the Chartered Institute of Housing, said: “It will be interesting to see what happens in the next five years.”

Out of the 10 highest paid housing chiefs, only one is a woman – however, eight out of the 10 lowest paid executives are women.

For the first time, Inside Housing has also identified the size of the ‘race pay gap’ between white and BME chief executives. Their average pay was £153,814 – 12.4% less than their white counterparts. However, these figures are drawn from only four of the 182 chiefs who identified as BME, a little over 2%.

Gina Amoh, chief executive of Inquilab Housing Association and chair of BME London, said: “It is difficult to call our sector inclusive, when these figures paint such a dispiriting picture.”

The Inclusive Futures Summit

The Inclusive Futures Summit

Inside Housing is launching the Inclusive Futures Summit

Our high-level summit will bring together respected people leaders and exemplars from the across sector and wider business to debate, discuss and learn how to embed diversity and inclusion in your organisations and harness the myriad benefits that this creates and to ensure that your workplace is reflective of the diverse communities you serve.

Themes being discussed include why being an inclusive organisation can help you be more successful, how to make inclusion visible in your organisation and the best approaches to encourage diversity at board level.

Discussions will also focus on how to future-proof your recruitment processes, promote inclusion through talent management, build working environments safe from prejudice and tackle unconscious bias.

The summit will take place on October 11 at the Emirates Old Trafford, Manchester.

CLICK HERE TO BOOK NOW

 

Inclusive Futures

Inclusive Futures

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.

Click here to read more or to sign up for more information

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.

Linked InTwitterFacebookeCard
Add New Comment
You must be logged in to comment.