5. Pay equity

Living Wage Foundation

We were the first organisation in Greater Manchester accredited as a Living Wage Employer in 2012. We believe in a fair day pay for a fair day’s work and continue to maintain our commitment to the real living wage.

Gender Pay Gap

Equal pay is about the difference between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. At Salix Homes we have job evaluation and assessment practices in place which support us to comply with legislation. The gender pay gap relates to the differences in the average pay between men and women and is therefore different to equal pay.

Unlike the national picture where men are traditionally paid more, women at Salix Homes are more likely to be paid more than men.

Our median average hourly rate for women at Salix Homes for 23/24 was £18.56, for men it was £17.04, giving a median gender pay gap of £1.52 representative of 8.92%.

This is a significant reduction compared to last year where the median pay gay was £2.35, representative of 14.20%. On review of the data this appears to be due to an increase in men in roles within our more traditionally ‘back office’ positions.

Disability Pay Gap

Disability Pay Gap Reporting is not a legal requirement, but as an inclusive employer we have committed to undertaking this reporting to develop new insights.

Using the known data, based on those who have declared whether they have a disability or not, the median hourly rate of those who declare as disabled was £18.56 and for those who declared they are not disabled it was £17.04. This makes the gap only £1.52 in favour of those with a disability, last year this was £0.28 representative of 1.64%, therefore the gap has increased positively for those who have declared a disability in part based on a number of these individuals being in senior roles.

Ethnicity Pay Gap

Like disability pay gap reporting, ethnicity pay gap reporting is not a legal requirement, however we recognise the moral case of pay fairness across all ethnic groups. For consistency with disability pay gap reporting we will focus on the median hourly rate.

Using the known data, those who have declared within our minoritised ethnic grouping have a median hourly rate of £13.38, those we have grouped as White British have a median hourly rate of £18.56. This results in an ethnicity gap of £5.18, representative of 27.91% in favour of those grouped as White British. This is an increase of 1.57% in the gap from the last reivew.

The gaps in the data and the lower number of declarations mean that there is limited reliability of this data as an accurate representation. However, we know that, unfortunately, within the social housing sector there is a lack of ethnically diverse representation in senior roles, and we are working with partners to better understand this challenge and share best practice on how this can be addressed.

Differences

The pay gaps are not because of different rates of pay assigned to different diversity groups, as outlined above we have clear, fair, and objective and transparent pay arrangements in place. It is related to the positions we have and where our colleagues sit within our organisation.

6. Looking forward >