Having a diverse mix of talented people in our business is fundamental to our success. We are committed to LiveWest being a great place to work for everybody, and achieving a diverse and balanced employee team is a key part of this.
We pay salaries based on research of the wider employment market, which ensures fair and competitive pay for our roles. We offer our people a range of flexible working options to recognise that life outside of work is important to everyone, regardless of gender. We continually ensure that our employment processes are fair and that everyone is judged on the skills and knowledge required to undertake their role. We are values-based, inclusive and treat everyone with respect.
Each year we publish the calculation of our gender pay gap. This is the difference between the average pay of men and women working here. It isn’t the same as equal pay; we make absolutely sure that men and women doing the same or similar jobs are paid the same.
The distribution of women and men in our workforce
Overall, at LiveWest the distribution of the women and men we employ varies across the types and seniority of roles. When we divide our employee team into four quarters (or ‘quartiles’) according to how much they earn, the proportion of men and women within each quartile is:
|Male %||Female %|
|Quartile 1 (lowest salary)||39||61|
|Quartile 4 (highest salary)||59||41|
As in many organisations and society as a whole, we have a higher number of women in lower paid roles, and a higher proportion of men in higher paid roles. Some of this is because we have a higher proportion of women in part-time roles, which tend to be lower paid.
Gender pay gaps - comparing the average pay of women and men
The gender pay gap is the difference between the average hourly earnings for men in an organisation and the average hourly earnings for women. For example, a 10% gender pay gap shows that women earn 10% less per hour, on average, than men. A negative -10% gender pay gap shows that women earn 10% more, on average than men.
The average is calculated as both mean and median. Mean earnings are calculated by adding up all hourly earnings and dividing them by the number of employees. Median earnings come from ranking all earnings from lowest to highest and identifying the number in the middle.
The median is preferred to the mean (simple average) as it gives a better measure of pay of the typical employee.
Our median gender pay gap for the year ending 31 March 2018 shows that we have made significant improvements, reducing from 9.67% (DCH) and 11.61% (Knightstone) last year to 8.73% in our first year as LiveWest. This compares to the 18.4% national median gender pay gap in April 2017.
Our mean gender pay gap has increased slightly from 14.98% (DCH) and 15.13% (Knightstone) to 16.01% (LiveWest), indicating that the difference in gender pay in the upper quartile has increased. This compares to the 17.2% national mean gender pay gap in April 2017. Our actions to address this are set out later on this page.
How we pay bonuses
At LiveWest we pay a discretionary annual bonus, calculated the same way for all employees, based on achieving stretching targets for customer satisfaction, development of new homes, financial performance and business transformation.
The bonus is paid to all eligible employees, so in future years we would expect 100% of both male and female eligible employees to receive the bonus.
The calculation last year was a little more complicated because of the March 2018 merger between DCH and Knightstone. DCH had a bonus scheme, but Knightstone didn’t. The government calculation for gender pay compares the bonus that DCH paid in June 2017, when it was a separate company, with the number of people employed by LiveWest in March 2018.
The 2017 bonus paid in DCH is therefore misleadingly compared to an employee number that includes former Knightstone employees. This means that 65.65% of men are shown to have received a bonus, and 48.95% of women are shown to have received a bonus, despite women and men being equally treated ineligibility for the former DCH bonus scheme.
As soon as DCH and Knightstone merged, the next bonus payment made in June 2018 was paid to all eligible people, irrespective of their former organisation. This will be included in our 2019 gender pay calculations.
The government also asks us to calculate the mean and median gender bonus gap, which is affected by the same merger issues as described above. This shows a 23.74% mean bonus gap and a 25.03% median bonus gap.
Using this information to improve how we work
We are a people business and are committed to reducing the current gender pay gap that reflects wider societal issues. We recognise that this will take time and focus but we want to ensure that there are no potential barriers to the successful development and progression of women at LiveWest.
As part of this we will:
- Attract and nurture the widest possible talent pool.
- Ensure we have a mixed gender recruitment panel for all positions.
- Empower our leaders to own and drive inclusion.
- Make inclusion a normal part of what we do and who we are.
As well as publishing this information annually, we will also be reporting it internally every quarter, enabling us to track our progress in reducing the gender pay gap.
Paul Crawford Linda Nash
LiveWest CEO LiveWest Chair