Diversity pay at Sense 2024
Reporting our April 2024 Diversity Pay Gaps
Sense have reported our Gender Pay Gaps as required by UK law since 2017. This year, we have continued to expand our diversity reporting and for the third consecutive year we are reporting our ethnicity and disability pay gaps.
Our gender pay data for 2024
On the snapshot date of 5 April 2024, we calculated our gender pay gap to be:
- Mean: 7.11 % (Down 1.71% from 8.82%).
- Median: 1.94% (Down 1.16% from 3.1%).
Our gender split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:
| 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | |
| Mean Gender Pay Gap | 7.86% | 8.73% | 9.50% | 7.99% | 8.30% | 7.74% | 8.82% | 7.11% |
| Median Gender Pay Gap | 1.90% | 2.28% | 1.50% | 0% | 0% | 0.41% | 3.10% | 1.94% |
Our overall proportion of female to male employees has changed with Males now occupying 21.5% of the working population (up 1.5%) and females occupying 78.5% of the working population (down 1.5%).
Our ethnicity pay data for 2024
On the snapshot date of 5 April 2024, we calculated our ethnicity pay gap to be:
- Mean: 7.3% down 0.5% from 7.8%
- Median: 0.16% down 6.14% from 6.3%
- Our ethnicity split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:
| Ethnicity | Quartile 1 | Quartile 2 | Quartile 3 | Quartile 4 |
| Black, Asian and Other Ethnic Groups | 16.6% | 22.1% | 20.9% | 19.0% |
| White | 64.2% | 48.2% | 50.2% | 49.0% |
| Data not available | 19.3% | 29.7% | 28.9% | 32.0% |
Our overall proportions are 19.7% Black, Asian and Other Ethnic Groups, 52.9% White employees and data was unavailable for 27.5% of employees.
The proportion of those who have declared they are from Black, Asian and Other Ethnic Groups in all quartiles in comparison to 2023 can be found below and shows a large improvement in data captured:
| 2023 | 2024 | |
| Overall | 12.5% | 19.7% |
| Quartile 1 | 12.1% | 16.6% |
| Quartile 2 | 12.4% | 22.1% |
| Quartile 3 | 14.8% | 20.9% |
| Quartile 4 | 12.1% | 19.0% |
Our disability pay data for 2024
On the snapshot date of 5 April 2024, we calculated our ethnicity pay gap to be:
- Mean: 0.0%
- Median: -1.57%
Our disability split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:
| Disability | Quartile 1 | Quartile 2 | Quartile 3 | Quartile 4 |
| With Disability | 7.7% | 7.1% | 6.0% | 6.0% |
| Without Disability | 71.4% | 63.7% | 68.7% | 63.5% |
| Data not available | 20.9% | 29.2% | 25.3% | 30.5% |
Our overall proportions are 6.7% of employees declare a disability, 66.8% of employees do not declare a disability and data was unavailable for 26.5% of employees.
The proportion of those who have self-declared a disability in all quartiles in comparison to 2023 can be found below and shows an improvement in data captured:
| 2023 | 2024 | |
| Overall | 5% | 6.7% |
| Quartile 1 | 6.2% | 7.7% |
| Quartile 2 | 5.6% | 7.1% |
| Quartile 3 | 3.5% | 6.0% |
| Quartile 4 | 5.1% | 6.0% |
Bonus Payments
Our mean bonus gender pay gap is 11.9%
Our median bonus gender pay gap is 0%
The proportion of male employees receiving a bonus is 3.8%
The proportion of female employees receiving a bonus is 5.3%
The mean bonus gender pay gap has significantly increased from last year from -17.7% to 11.9%. This year we have not had any bonus’ paid apart from the employee referral scheme. This is in comparison to the previous year which 16% of females received a bonus of £1498 and only 6% of males.
Commentary
This year we are pleased to report a reduction in both our median and mean gender pay gaps. The median pay gap has decreased by 1.94%, from 3.1% to 1.16%. Similarly, the mean gender pay gap has reduced by 1.71%, from 8.82% to 7.11%.
The development of our People data systems has enabled us to better identify the representation of our employees and analyse trends within our data. The implementation of our new ATS has made it possible to collate all of EDI data at the onboarding stage, this information is automatically integrated into our HRIS. This enables us to have stronger insights into the factors that impact representation and contribute to pay disparities and have been able to use the data to develop solutions to address potential issues more effectively.
We are proud of the progress we have made thus far and are dedicated to building on this momentum.
We have seen an increase of 30.6% in ethnicity data and a 33.4% increase in disability data being captured
Our Employee Networks have been key in supporting our diverse workforce and raising awareness of key issues that impact underrepresented groups. This can be evidenced by the increase of our people who declare a disability and the increase in the representation of our Black, Asian and Minority Ethnic employees across all Quartiles.
We are continuing actions to develop our inclusive recruitment practices and procedures with an aim to further increase diversity and representation across all levels within the organisation. As an organisation we have also implemented adjustments within the recruitment process to support and encourage candidates with disabilities to apply for roles at Sense.
We have promoted the benefits of the Disability Confident scheme and the guaranteed interview scheme which has resulted in increases in representation of candidates with lived experience of disabilities and those from Minority Ethnic backgrounds.
To support our female colleagues, we have continued to focus on key issues that impact women. We have developed menopause guidance to support our managers to provide the relevant adjustments and support. The Menopause support group is available to our female colleagues provided support and guidance and has contributed to the retention of females across all levels with the organisation.
As an organisation we are proud to continue our yearly performance of reporting a favourable Disability Pay Gap at -1.57%.
It’s important to us at Sense that we continue to ensure our reward and recognition strategies support us in developing a culture of inclusion and equity which is diverse in retaining, developing and all employees throughout our organisation.