This March, we have once again published our gender pay gap figures, looking at what has changed in the last twelve months and the strides we have taken to keep squeezing that gap.
So what is the gender pay gap? And what are we doing about it?
What is the gender pay gap?
The gender pay gap shows the difference in pay between male and female employees in an organisation. It is the difference between the average overall pay of females compared to their male colleagues.
However, it’s important to understand that this is not about comparing men and women’s pay for doing the same job or jobs of equal value. At the BHF, we always ensure that this is fair. By requiring all organisations employing more than 250 people to publish their gender pay gap, it is hoped that any historic biases to hire men in top earning positions are more likely to be eradicated and efforts will be made to ensure equality for men and women across all pay grades.
Why do organisations publish gender pay information?
Since 2017, the government has asked all organisations with more than 250 employees to annually publish a set of calculations on their pay structure, showing what the earnings are of their male and female employees. By being transparent about the pay within their companies, it is hoped that this will encourage a fair pay system for both genders, ensuring that top-earning jobs will be as likely to go to women as they will men.
What is our gender pay gap?
We are pleased to say that our gender pay gap is currently well below the national average.
In 2018, the gap for us was 9.6% in favour of men, compared to a national average of around 14.3 per cent. Since these figures were taken, the BHF have been making efforts to close the gap as swiftly as possible and can report that our interim results from December 2018 show a reduced figure of 7.2% - our lowest figure yet.
The figure did briefly rise from 2017, which was due to a few higher earning technical appointments - this change has now been addressed and we have introduced more actions to counter this, such as encouraging more women to work in Tech, gender balanced panels, changing advert wording and better profile on Glassdoor, there has been a swift improvement.
The remaining gap exists because we have more men than women working in senior and technical roles, like IT and Medical. While pleased our figures are so low, at the BHF we continue to take more steps to narrow the gap even further and we’re proud to be an organisation where half of our senior leaders are women.
What measures are we taking?
Despite the current difference, we are confident that men and women are paid equally for doing jobs of equal value at our organisation with transparency about pay bands at every level. However, we want to close that gap completely and as part of our commitment to doing that, have implemented the following changes in recent months:
- Maternity allowance and support – in the last twelve months we have increased the maternity provision and plan to further enhance the offer in the summer 2019. We have also held a series of listening group sessions with women returning back to work following maternity leave, with a view to improving their transition back into the workplace.
- Flexible/smarter working programmes – we have updated the Flexible Working policy to encourage flexible working patterns and the investment in our systems enables people to work remotely more easily. One new addition to the policy is the option for term time only working options, to further encourage women returning from maternity leave.
- Graduate programme – we have increased the number of Graduate placements that we offer with a greater variety of options throughout BHF. This provides a great route into management.
- Promoting women in leadership and technical roles – all new opportunities are advertised internally and we are enhancing our career pathing so the route to senior roles becomes more transparent.
- Glassdoor and Indeed profiles – we post engaging content and respond to posts on these sites as research indicates women are more likely to investigate organisations prior to joining. Our increased score of 4.0 on Glassdoor will further aid that engagement.
- Mentorship and coaching – we have over 25 in-house coaches and 30 pro bono external coaches so we can allocate tailored and flexible support to people looking to develop their career and progress in BHF. It’s great to see that of those employees obtaining coaching support, 67% are female.
- 28 people have signed up as mentors aimed to support individual development, and so far 82% of those taking up mentoring have been women.
- Gender balanced interview panels – we will ensure all senior leadership roles have gender balanced panels.
- Creating increased focus on equality, diversity and inclusivity – we changed some of the job roles within People and Organisational Development with a new role as Head of People Relations & Diversity, to give additional impetus to this area. A key focus will be looking at avoiding unconscious bias.
- Tech Talent Charter - The Charter (TTC) is a commitment by organisations to a set of undertakings that aim to deliver greater gender diversity in the tech workforce of the UK to one that better reflects the make-up of the population. BHF became a signatory and we are committed to working with these organisations to further promote women in Tech.
- Attracting women into tech roles – The Director of IT & Business Change and Head of Business IT are both female and are keen to go to universities and secondary schools to promote women going into tech roles.
- Analysing female labour flows – looking at the data on females within the organisation – when women are promoted and what their reasons are for leaving.
- Working with Inclusive Boards – this is to encourage greater diversity amongst our Trustees.
We want our employees to feel valued, which is why we are constantly striving to be a fair, inclusive and transparent organisation who value our employees equally.
We’re proud of the work we’ve done so far which is reflected in our report which shows our average gender pay gap falls below the national average. Ultimately, we understand there is more to be done and we won’t stop until we’ve closed the gap completely.