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Gender pay gap report 2021

It matters to us!

PCH is committed to being a great place to work. Our values of Care, Respect and Do The Right Thing are reflected in our commitment to our employees. This is recognised by gaining re-accreditation of Investors In People Gold, in 2021. It doesn’t stop there. We have earned Gold Accreditation for our equality and diversity practices and are a disability confident employer, as well as offering award winning learning and development programs.

Gender Pay at PCH

We are a social organisation and strive to build a team which is representative of the communities and customers we serve. Our initial gender pay results are good but clearly there is more to be done and we are on to it!
Our overall mean pay gap is only 1.3%, which still compares well with the Office of National statistics 2021 average of 7.9%.  This is a difference of 2.7% from last year, due to a change in one senior role.

This gap reflects our agreed pay policy of basing salaries on independently determined median market benchmarks, regardless of gender. It is therefore great to see that our policy continues to achieve such a low gap.

Our median pay gap has slightly increased to 5.9% from 5.8% which has been the level since 2017.   This holds up well against some of the big national / international organisations. But we are not complacent!

In terms of the gender distribution at PCH 42.9% of the top salary quartile are woman occupying key senior management positions across the organisation.  This has slightly decreased from 2020 by 1.3%.

 

We also run counter to national trends by having a low female intake into the lower quartile roles. Our middle quartile salary roles do show an improved result with the Q2 occupations increasing in representation in females by 6.5%.  There continues to be a traditional picture of more women in the Q3 administrative jobs and more males in the Q2 technical and building related occupations.

Quartile distribution

Proportion of Male & Female in Each Quartile   

Male %

Female%

Q1 Top Quartile

57.1

42.9

Q2 Upper Middle Quartile

72.3

27.7

Q3 Lower Middle Quartile

32.9

67.1

Q4 Lower Quartile

67.5

32.5

So, what are we doing?

Our strategy going forward will help us to build on our results and underpin our continuing commitment to equality and diversity in all its forms. For gender pay this includes:

  • Continually monitoring data and interpreting what it shows us
  • Creating opportunities for females to move into non-traditional roles through our internal secondment and transfer program
  • Supporting through our learning and development program
  • A fair and transparent recruitment and selection process
  • Ensuring that we advertise in a wide range of media, including digital technologies that allow animations
  • Using positive gender neutral role imagery in our advertising and employee literature
  • Encouraging females to consider a wider range of roles within PCH by positively promoting opportunities at careers fairs and through our work supporting local schools and colleges
  • Promoting our apprenticeships to people of both genders.
  • Continuing our pay policy based on equality including our long standing focus on low pay

And finally...

This is a strategy for the long-term. Committed as we are, this will be a long road to achieving lasting change and will not be straightforward. For example, recruiting additional female apprentices into entry level technical roles could actually depress our mean pay gap for a time. But I and our Board are determined to maximise our potential as a diverse and inclusive organisation.

John Clark
CEO

Sally Foden Head of Human Resources