Gender pay gap data for Magna Housing Limited
1. Magna employs more than 250 people so it is required to publish details of its gender pay gap. The data is based on the April 2018 earnings for those employed by Magna on 5th April 2018.
2. 388 individuals were included in the results, 156 females and 232 males. This includes Board Members and casual workers but excludes anyone on reduced pay. The calculation includes other payments such as on call payments and fire warden allowances.
3. Magna’s six gender pay gap calculations for April 2018 are
3.1 Mean gender pay gap = 14.1% (it was 17.7% in 2017)
3.2 Median gender pay gap = 10.9% (it was 18.4% in 2017)
3.3 Mean bonus gender pay gap = not applicable because we have not paid any bonuses
3.4 Median bonus gender pay gap = not applicable because we have not paid any bonuses
3.5 Percentage who received a bonus = 0%
3.6 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 females||% of males|
4. We are pleased that our gender pay gap has reduced and that our gap is now below the national figures - a mean gap of 17.1% (17.4% in 2017) and a median gap of 17.9 (18.4% in 2017) .
Why has the Magna gender pay gap reduced?
5. The gender pay gap simply looks at earnings in one particular month, so there are many variables that will determine the results each year.
6. There are two clear changes in the data behind these results. The first is that we had a 44% reduction in the amount paid to male employees for call out in April 2018 compared to April 2017. The second is that we had 7 more females in the fourth quartile, two of these being female board members who replaced male members. Both will have had the effect of narrowing the gap.
Why do we still have a gender pay gap at Magna?
7. Of the 388 individuals included in the calculation 156 (40%) were female and 232 (60%) were male. The ratio of males and females in the second and fourth (the highest paid) quartiles is fairly representative of the overall Magna ratio.
8. The first quartile contains a large proportion of individuals working in administrative and sheltered housing jobs. These jobs are largely female dominated. The third quartile contains a high proportion of males 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.
What we do now to minimise the gap
9. We already do a lot of positive work to try and minimise our gap. We hope that this will reflect in another reduction in our April 2019 figures. Our work includes:
9.1 a wide range of flexible working options to enable our employees to manage their work/ life balance.
9.2 shortlisting job applicants not knowing their gender and using criteria based on the ability to do the job.
9.3 having fixed rates of pay, determined by independent benchmarking, for each job regardless of whether the jobholder is male or female.
9.4 opportunities for development and promotion which are available to all employees.
9.5 our chief executive is female and (including the chief executive) we have a 50:50 gender split in our leadership team.
10. We believe that our gender pay gap results are largely due to the gender of our job applicants and therefore the successful applicant – there are areas of the organisation who receive 100% male applicants for certain jobs. This is particularly the case for trade roles.
11. We know that there is more work that we can do to try and create a more gender balanced applicant profile. During 2019 we will explore initiatives to encourage more female applicants into our male dominated trade teams. We will also continue to build our relationships with local education providers through offerings such as work experience and attending career fairs.