Reporting our April 2022 diversity pay gaps
Sense have reported our gender pay gaps as required by UK law since 2017. This year, we have opted to expand our diversity reporting and for the first time are reporting our ethnicity and disability pay gaps.
Our ethnicity pay data for 2022
The ethnicity pay gap shows the difference in the average pay between all Black, Asian and minority ethnic staff in a workforce and all White staff at Sense. On the snapshot date of 5 April 2022 we calculated our ethnicity pay gap to be:
- Median: 2.5%
- Mean: 7.4 %
As a comparison, for the UK as a whole, median ethnicity pay gap in 2019 was 2.3%.
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 Minority Ethnicities||14.1%||10.7%||21.5%||17.2%|
|Data not available||14.1%||20.7%||23.4%||23.2%|
Our overall proportions are 15.8% Black, Asian and Minority Ethnicity employees, 63.9% White employees and data was unavailable for 20.3% of employees.
Our disability pay data for 2022
On the snapshot date of 5 April 2022 we calculated our disability pay gap to be:
- Median: 0.0%
- Mean: -0.1 %
As a comparison, for the UK as a whole, the gap between median pay for disabled employees and non-disabled employees, in 2021 was 13.8%.
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|
|Data not available||14%||18%||19%||18%|
Our overall proportions are 8% of employees declare a disability, 75% of employees do not declare a disability and data was unavailable for 17% of employees.
Overall all of our diversity pay gaps are low, and we’re very proud of that. We feel it reflects the strength of our reward strategy and our inclusive talent acquisition practices.
One of our key concerns is to make sure our new ethnicity and diversity reporting is not skewed by lack of data. We’ve invested in new systems which will give us better data when we’re recruiting and for our current employees.
Looking at the results themselves, we’re really happy to see that as a disability charity, our employees with disabilities have no pay gap compared to employees with no disability. We also see that the proportion of employees with disabilities is consistent across all the pay quartiles.
We want to increase the percentage of our workforce who declare a disability, so while we recruit more employees with disabilities, we will want to ensure that our pay gap remains at 0%.
We are concerned that we’ve calculated a small ethnicity pay gap and we want to address this. Our Equality, Diversity and Inclusion (EDI) strategy sets out how we can recruit, develop and retain more employees from Black, Asian and Minority Ethnicities at all levels of our organisation. We will monitor our ethnicity pay gap to ensure that our EDI strategic goals deliver improvement here.