Gender pay gap data for Magna Housing Limited
1. Magna employs more than 250 people so it is required by Government regulations to publish details of its ‘gender pay gap’. The data is based on the April 2017 earnings for those employed by Magna on 5th April 2017.
2. The regulations require us to use set formulas and criteria to calculate an hourly rate for each person. 366 individuals were included in the results. This includes Board Members and casual workers but excludes anyone on reduced pay because of absence. The hourly rate calculation includes other payments such as on call and fire warden allowances.
3. The gender pay gap has nothing to do with equal pay at Magna. It is different. Equal pay is about paying a man and a woman the same for doing the same job or a job of equal value. The ‘gender pay gap’ shows the difference between the average pay for all men and women in an organisation, taking into account all of the jobs at all levels of salary.
4. Equal pay for work of equal value (when comparing males and females) has been law since the sex discrimination act of 1975, superseded by the Equality Act 2010. Magna has always complied with the requirements of equal pay and will continue to do so.
5. The six calculations that we are obliged to report are
5.1 Mean gender pay gap = 17.7%
5.2 Median gender pay gap = 18.4%
5.3 Mean bonus gender pay gap = not applicable because we have not paid any bonuses
5.4 Median bonus gender pay gap = not applicable because we have not paid any bonuses
5.5 Percentage who received a bonus = 0%
5.6 Proportion of males and females in each quartile bracket (if you sort the hourly rates low to high and then split them into four equal groups, the 1st quartile being the lowest and the 4th being the highest) =
|% of males||% of females|
6. The gender pay gap at Magna is similar to the national figure reported in The Annual Survey of Hours and Earnings 2017 (provisional results) ie a mean gap of 17.4% and a median gap of 18.4%.
Why do we have a gender pay gap at Magna?
7. In the 1st and 2nd quartiles our male/female split is very similar. Once you reach the 3rd and 4th quartiles there are twice as many men as there are women.
8. The third quartile contains a high proportion of individuals working in manual trade roles. Some in these roles have the potential to earn more than their salary because of on call working arrangements and these extra earnings are included in the gender pay gap calculations. We have one female employee in these teams and it is very rare that we have a female applicant for this type of job.
9. The 4th quartile contains our highest paid individuals. At head of department level we have more females than we do males but these jobs are wide ranging in their responsibility and as such command different salaries. The male salaries are higher than the female ones on average. At director and chief executive level we have no females. On the 5th of April we had two female Board Members out of the total membership of 10.
What we do now to minimise the gap
10. We already offer a wide range of flexible working options to enable our employees to manage their work/ life balance. In society as a whole more women take career breaks to have and to raise children and then return to work part time. 71 Magna employees work part time; 57 of these are women. The government recognised this and in 2015 introduced shared parental leave where the woman could share their maternity leave with a partner. Out of the 12 maternity leave periods taken at Magna since this time none have been shared with a partner. In the same period we have had 24 individuals take the two weeks of paternity leave so potentially there were 36 opportunities for this responsibility to be shared. None was taken, indicating the strength in society at large of conventional gender roles.
11. We shortlist job applicants not knowing their gender and use criteria based on the ability to do the job to determine the successful applicant.
12. We have a fixed rate of pay, determined by independent benchmarking, for each job regardless of whether the jobholder is male or female.
13. Opportunities for development and promotion are available to all employees.
14. We believe that the gender pay gap results at our company level are very largely due to factors outside of Magna’s control. This includes the choices made by individuals in their education and in entering the world of work, the market-led pay levels for different professions and the continuing prevalence of females taking family-related career breaks and working part time.
15. We believe that we already have processes and opportunities in place which mean that men and women have, and can expect, equality in their work at Magna.
16. We welcome ideas as to how we can attract more females into male dominated areas, such as our manual trade teams. We would also welcome other ideas to reduce our gender pay gap. We will contact comparable organisations with lower gaps to see what we can learn from them and will describe our progress in future reports.