Gender pay gap reporting 2023-24

Gender Pay Gap reporting 2023 - 2024

Our mean gender pay gap as of 5 April 2023 was -8.95. Our median gender pay gap was -2.89% . This is significantly below t he National median Gender Pay Gap of 14.3% and the median pay gap within the Housing sector of 8.2%.

Our commitment is that regardless of gender, everyone’s pay across the organisation is fair and reflects the roles our colleagues are in.

The Gender pay gap is different from equal pay. Equal pay means paying the same for the same work. Gender pay gap measures the difference between average (median) hourly earnings of men and women, usually shown by the percentage men earn more than women.

As we employ more than 250 colleagues, we’re required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Since first reporting our gender pay gap in 2021, this has continued to decrease. Our pay gap has decreased by 1.76 % since we reported last year at -1.13%.

Successful promotion and progression opportunities for women, together with reviews of policies including maternity, menopause, parental leave, and training and guidance for managers, have helped us achieve our pay gap figures this year. Our dynamic people strategy has helped to put us in a position that’s had this positive impact on traditional gender pay gap trends.

Golding’s executive management team is made up of 60% women and 40% men. The organisation employs more women than men, with a greater number of women in positions where hourly earning rates are higher (as shown below).

We will continue to ensure our progress and identify any key opportunity areas for further improvement. We recognise the importance of this area and are proud of our work so far.

Using these results, we will continue to assess:

• Our levels of gender equality in our workplace.

• The balance of male and female employees at different levels.

• How effectively talent is being maximised and rewarded.