Gender Pay Gap Report 2017

Tuesday, 3rd April 2018

Karbon Homes has published its gender pay gap information, covering pay and bonuses.

What is the gender pay gap?

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.

 

How is the gender pay gap calculated?

The six metrics that must be reported are:

  • Gender pay gap mean - This is the difference between the average hourly rate of pay of male employees and that of female employees
  • Gender pay gap median - The median gender pay gap is the difference between the middle values of the hourly rates of pay of male employees and that of female employees
  • Gender bonus gap mean - This is the difference between the average bonus paid to male employees and that paid to female employees
  • Gender bonus gap median - This is the difference between the middle value of bonus paid to male employees and that paid to female employees
  • Proportion of men and women receiving bonuses
  • Proportion of men and women in each quartile of the organisation's pay structure.


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.

 

How we are reducing the Gender pay gap

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:

  • A new rewards and benefits package for all staff that provides an equitable approach to bonus pay
  • Changes to the Karbon leadership team which have resulted in an equal gender split
  • Gaining a better understanding of the gender split within different teams across Karbon to identify any issues
  • Our New Parent Policy provides males (or the second parent) the option of taking shared parental leave at the same rates of pay as the female (or primary care giver)
  • Making the most of flexible working practices. We are very supportive of flexible working requests.

For a more detailed breakdown of our figures and actions, please read our full report.