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The Gender Pay Gap (GPG) looks at the difference in the average pay of men and women in an organisation.
Because different jobs pay differently and the number of men and women performing these jobs varies, a gender pay gap is likely to exist in any organisation.
While the terms 'Gender Pay Gap' and 'Equal Pay' are both concerned with the difference in pay women receive in the workplace compared to men, there is a difference between the two figures.
Equal Pay deals with the pay difference between men and women who carry out the same jobs, similar jobs, or work of equal value. Karbon Homes pays all employees who are performing the same role equally, regardless of gender or any other protected characteristics, as set out in the Equality Act 2010. The Gender Pay Gap is a broader measure which is concerned with the differences in the average earnings of men and women, regardless of their role or seniority.
As of 4 April 2018 employers in Great Britain with more than 250 staff are required to publish their gender pay gap information every year, detailing the difference in the aggregate pay and bonuses of men and women. Karbon's 2017 figures and action plan to reduce the gap can be viewed in the report at the top of this page.
The six metrics that must be reported are:
The figures are calculated using a specific reference date - this is called the snapshot date. The snapshot date is the 5th April each year, and the reference period for bonus payments is the year prior to the snapshot date.
At Karbon we aim to treat everyone fairly and to eliminate discrimination based on a person's race, colour, ethnic or national origins, religion or faith, gender, sexual orientation, transgender status, disability, HIV status, age, marital or civil partnership status, maternity or pregnancy as recognised by the Equality Act 2010, or any other unjustifiable criteria.
Our mean gender pay gap is 6.8%, which is much lower than the national average of 18.1%, but we are committed to reducing this gap even further. We have already begun taking appropriate actions to reducing our gender pay gap. This includes:
For a more detailed breakdown of our figures and actions, please read our full report.
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