Gender pay gap report 2016 - 17

Introduction

Scope exists to help build a society where disabled people enjoy equality. We want to see a society that values difference and diversity and unlocks the unique talents of everyone.

We believe that Scope should be an employer that is genuinely inclusive, diverse and, in particular, leads the field in the employment of disabled people.

As Chief Executive, I believe in the value of diversity and I am committed to ensuring we recruit and retain the best talent, regardless of background or protected characteristic. Gender equality is part of this commitment.

We can be proud of our progress: our Board of Trustees is better balanced than many in the sector with 40% women; and the majority of our Executive Leadership Team are also women. Together, we have built a workplace that showcases female leaders and values their work. More widely, our overall workforce is predominantly female – 79% – supporting our commitment to ensure that Scope is a flexible and inclusive employer.

Valuing people’s contribution is also about ensuring that all staff are paid fairly. Our overall mean gender pay gap, at 11%, compares favourably with the national average of 18% but there is no room for complacency: We need to take action to address to the gender pay gap, and we will do so.

It is only by having the right team and access to the best talent, at every level of the organisation, that can we realise our mission as set out in our strategy, Everyday Equality.

Reporting on the gender pay gap

Scope is committed to openness in all that it does, hence we support gender pay gap reporting and compliance with the new government guidelines on publication of pay data for all organisations employing more than 250 people.

This report includes:
  • overall gender pay gap data for those employees who fall within the government guidelines. These figures use both the mean and median hourly wage
  • the proportion of men and women in each of the four pay quartiles across our overall pay range
  • information on our gender bonus gap
  • the proportion of male and female employees who received a bonus in the same 12-month period, and
  • a narrative citing any pay gaps or disparities and setting out the
  • actions we intend to take to address them.

Breakdown of Scope's gender pay gap

Total Relevant Employees

  • Male 21%
  • Female 79%

Overall pay gap for Relevant Employees

Note: a negative percentage figure indicates a pay gap in favour of women. A positive percentage figure indicates a pay gap in favour of men.
 
Average Gap
Mean  11%
Median  0%

 

 

 

 

  Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile
Mean gap % - 0.1% 0.5% 1.8% 13%
Median gap % 0% 0.1% 1.3% -22%
Male/female % of Relevant Employees Male 23%
Female:77%
Male 19%
Female: 84%
Male: 16%
Female: 84%
Male: 25%
Female: 75%
 

Bonuses in Retail

Percentage of males receiving a bonus: 14%

Percentage of females receiving a bonus: 85%

Gap between men and women receiving bonuses

Mean: 26%

Median: 33%

Summary of findings

Most of our workforce is female: 79% women, 21% men. The percentage of women is high across all quartiles, and only slightly lower in the upper quartile.

We must work to maintain this and ensure that both women and men can aspire to the highest level in our organisation.

Scope has a gender pay gap of 11%, which we recognise demonstrates the need to take prompt and robust action. We will do so even though the gap is below the national average of 18%, and while we are mindful that the shape of our workforce will be changing as we implement our strategy, Everyday Equality. The reported median pay gap, at 0%, is due to the large number of support workers within one level, who are paid around the mid-point.

While we have reached, or are close to reaching, parity between men and women in the lowest pay quartile, there is an increase in the gender pay gap in each subsequent quartile. The largest gap apparent is in the upper quartile. The data on this quartile are mixed: a median pay gap in favour of women, but the mean pay gap is in favour of men. This indicates that a small number of male staff are paid significantly more than most of the female staff while, conversely, a greater number of female staff are paid at a higher rate than male staff in the quartile.

We also report a disparity in both mean and median in favour of men, in relation to bonuses paid in our Retail division. In understanding the data on bonuses, it is important to note that the calculation is based on the total sum paid. Given that more female staff in retail work part-time, that has had an impact on the overall results.

What we do now to promote equality and diversity in the workplace

Scope is committed to promoting equality and diversity and supports this objective in a number of ways:

Flexible working

We actively support colleagues, where possible, to work flexibly, helping them to balance their personal responsibilities with their work-life.

Job shares

We encourage managers to implement job shares, where possible.

Learning and development

All staff are encouraged to develop their skills and knowledge within the workplace. We support staff, in discussion with an individual’s line manager, to attend seminars, conferences and training courses so they can develop new skills to support them in their job and, where appropriate, help them to progress.

Employee benefits

We offer a wide range of benefits to our employees to help them with day-to-day living costs including travel, household bills, shopping or child care.

People Champions

We have in place a high profile and diverse internal network of People Champions to drive engagement with staff at all levels across the organisation.

Our Values

Our values support our commitment to diversity and inclusivity.

What we'll do next

The shape of our workforce will change significantly as we implement our new strategy. This will make it more challenging for us to close the gender pay gap. But, we are determined to take new measures towards this objective.

First, we want to better understand the reasons behind our existing gender pay gap. We will then be in a position to take targeted action which we will report annually.

Before our next report, we will:

  • develop a new recruitment strategy, with particular attention given to the use of gender neutral language and we will seek out recruitment routes designed to help us reduce the gender pay gap
  • consider the gender pay gap as part of each annual pay review
  • undertake a comprehensive review of our appraisal system, including how we moderate outcomes. We will pay particular attention to evidence of any gender bias and to building a culture of confidence among our female staff. The new system will be introduced in 2019
  • review our flexible working policies and our support for those with caring responsibilities to ensure we reflect good practice and are well above statutory requirements
  • assess the evidence in Scope for any clear correlation between age/caring responsibilities and the gender pay gap, particularly at senior levels
  • seek to reduce the current reliance on external recruitment for senior positions within Retail by introducing more structured career paths to improve female staff opportunities for development internal promotion to senior roles, and
  • introduce an apprenticeship scheme in Retail, new performance management system and learning and development programmes to support staff development.

The Board and the Executive Leadership team are committed to ensuring that all who work for Scope feel valued and fairly rewarded for the work they do.

Our Annual Report and Accounts 2017