Gender Pay Gap report 2022
Introduction from Longhurst Group Chief Executive, Julie Doyle
I’m incredibly proud to lead an organisation which is constantly striving to be a more diverse, equal, and inclusive employer that provides our people with the support and opportunity to progress in their careers.
We’re absolutely committed to equality, so closing our gender pay gap remains one of our top priorities. As a complex organisation of more than 1,200 people, we recognise that’s a significant challenge, but one that we must face head-on.
I’m very proud to say that we’ve seen our 2022/23 gender pay gap reduce from last year. Both our mean and median pay gaps are lower than last year, with our median pay gap sitting below the national average for not-for-profit organisations.
While we’re obviously pleased to see our gaps reduce on last year’s figures, we remain committed to doing everything we can to further narrow the gap in order to make Longhurst Group an inclusive environment where we support our colleagues.
I’m very proud to say that we’ve seen our 2022/23 gender pay gap reduce from last year. Both our mean and median pay gaps are lower than last year, with our median pay gap sitting below the national average for not-for-profit organisations.
Pay gaps for protected characteristics
Once again, we’ve also proactively and voluntarily measured pay gaps for all protected characteristics, where possible, as defined by the 2010 Equality Act.
We did this to ensure we can identify any gaps that exist and better understand how to address them. Last year, this crucial work showed us that our median ethnicity pay gap was significantly above the national average and something that required our urgent attention.
I’m pleased to see our mean ethnicity pay gap reducing slightly this year, but we know there’s still considerably more work to do in this area and we’re currently redrafting our Gender and Equalities action plan to tackle the issue.
Understanding our pay gap
As we’ve highlighted in our previous reports, the make-up of our Group makes it particularly challenging to tackle our gender pay gap.
We continue to appoint based on someone’s ability to do the job, and we’re satisfied that our gender pay gap is due to the under-representation of a particular gender in certain roles, rather than any other underlying reason.
As a significant provider of care and support services across the Midlands and East of England, we have a considerable number of colleagues working in that sector. As with society in general, the majority of these roles tend to be lower paid and occupied by women.
However, we remain committed to addressing this imbalance by doing all we can to attract and recruit colleagues of both genders into this fantastic profession and much-valued part of our organisation.
Women in senior roles
We’ve always been an organisation where women can and do progress into senior roles.
Women are well represented in our leadership teams, with three of us on the Executive Team, ten female directors and four of the ten seats on our Group Board – including our chair – currently being occupied by women.
The year ahead
Collecting, analysing and publishing our gender pay gap results is only the beginning in identifying the steps we need to take to drive change in this area.
So, as you’d expect, we’ve put a lot of work into understanding our results, what they tell us and what our priorities need to be for the next 12 months.
We know that reducing our gender pay gap remains a significant challenge, but it’s one that we’re absolutely committed to tackling.
Julie Doyle
Chief Executive, Longhurst Group
Our Gender Pay Gap results
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Gender Pay and Gender Bonus Gap
The gender pay gap doesn’t reflect equal pay, but measures the difference between the average pay of all male employees compared to the average pay of all female employees in order to identify broader issues across the workplace, for example under-representation of females at senior levels.
The mean average can be significantly affected by outliers while the median is simply the middle point in the range and therefore remains unaffected by outliers.
The median gender pay gap is a more easily comparable figure across differing sectors and organisations than the mean, which can be easily skewed by a handful of highly-paid employees.
Longhurst Group and not-for-profit peers – 2021 and 2022
The Group-wide mean gender pay gap for 2022 has decreased this year to 15.9 percent, and the median has also decreased to 17.0 percent. This means that our median gap now sits below the national average of 18.4 percent.
Proportion of colleagues receiving a bonus in 2022
The proportion of male colleagues receiving a bonus in 2022 reduced from 37 percent to 5 percent, while the proportion of female colleagues decreased from 50 percent to 8 percent.
Pay quartiles
