Gender pay gap at Sense
Every year, since April 2017, employers with more than 250 people have an obligation to publish their gender pay gap.
What is the gender pay gap?
Gender pay gap reporting shows the differences in pay between men and women across an organisation or nationally. It doesn’t measure equal pay: in other words, it doesn’t show whether a man and woman in the same job are getting the same rate of pay, which has been required in law since 1975.
Our gender pay gap
We have reported our gender pay gap for the second time. This year’s data was calculated at April 2018. Our data shows:
We have 78% female and 22% male employees
Our median pay gap is 2.28%
Our mean pay gap is 8.73%
Our gender split by quartile is below (Quartile 1 is higher paid, Quartile 4 lower paid):
|Gender||Quartile 1||Quartile 2||Quartile 3||Quartile 4|
This shows a small year on year increase of 0.4% for our median gender pay gap.
Because of the way it’s calculated, it’s very unlikely that a gap will stay exactly the same each year, and we think this year’s gap is very similar to last year’s, but we still want to see it reduce towards zero.
Our gender pay gap is much lower than the UK average of 17.9%, and when we compared our 2017 median gender pay gap of 1.9% to similar organisations we were significantly lower than the average for our sector, industry and main occupation (social care).
Our action plan
We’re continuing work on our action plan to reduce our gender pay gap. This action plan is led by our equality and diversity group. The priority for our action plan is to reflect our diversity both in recruiting into support roles and in developing employees into leadership roles.
We’ll continue to report our progress in April each year.
Find out more
In the meantime, if you’d like more details you can read the full report by clicking on the link below: