Having a mix of talented people in our business is fundamental to our success. We are committed to LiveWest being a great place to work for everybody, and achieving a diverse and balanced employee team is a key part of this.

We are a values-based, inclusive organisation that treats everyone with respect and this year has seen the business undertaking a review of all terms and conditions for employees to ensure that we are offering fair salaries and remain competitive within the wider employment market. As part of this we continue to look at ways to extend our flexible working option to recognise that life outside of work is important to everyone, regardless of gender.

Gender Pay Gap reporting came in on 05 April 2017 for companies with more than 250 employees. This is the difference between the average pay of men and women working here. 
Since the publication of initial figures in 2017, LiveWest have begun to successfully reduce the gap, and our Board are committed to taking action to reduce it further.
 

The distribution of women and men in our workforce

Overall, at LiveWest the distribution of the women and men we employ varies across the types and seniority of roles. When we divide our employee team into four quarters (or ‘quartiles’) according to how much they earn, the proportion of men and women within each quartile is:

%

17/18

18/19

Quartile 1 (lowest salary)

28m/72f

31m/69f

Quartile 2

42m/58f

45m/55f

Quartile 3

52m/48f

53m/47f

Quartile 4  (highest salary)

57m/43f

54m/46f

As in many organisations and society as a whole, we have a higher number of women in lower paid roles, and a higher proportion of men in higher paid roles. Some of this is because we have a higher proportion of women in part-time roles, which tend to be lower paid.

Gender pay gaps - comparing the average pay of women and men

The gender pay gap is the difference between the average hourly earnings for men in an organisation and the average hourly earnings for women. For example, a 10% gender pay gap shows that women earn 10% less per hour, on average, than men. A negative -10% gender pay gap shows that women earn 10% more, on average than men. 

The average is calculated as both mean and median. Mean earnings are calculated by adding up all hourly earnings and dividing them by the number of employees. Median earnings come from ranking all earnings from lowest to highest and identifying the number in the middle.
The median is preferred to the mean (simple average) as it gives a better measure of pay of the typical employee. 

Our median gender pay gap for the year 2017/18 was 11.34% and for 2018/19 was 10.44%. This compares to the 18.4% national median gender pay gap in April 2017.

Our mean gender pay gap has decreased from 16.39% in 2017/18 to 15.92% in 2018/19. This compares to the 17.2% national mean gender pay gap in April 2017. 

How we pay bonuses

At LiveWest we pay a discretionary annual bonus to all eligible employees, calculated the same way for all employees, based on achieving stretching targets for customer satisfaction, development of new homes, financial performance and business transformation.

The government also asks us to calculate the mean and median gender bonus gap.  Our 2018/19 results highlight a 26.15%* mean bonus gap and a 25.67%* median bonus gap. 80.7% of men and 81.81% of women received a bonus in 2018/19. 

Using this information to improve how we work 

LiveWest remain committed to reducing the current gender pay gap and looking for solutions to the wider societal issues behind it. We recognise that this will take time and focus but we want to ensure that there are no potential barriers to the successful development and progression of women at LiveWest.

As part of this we will:

  • Attract and nurture the widest possible talent pool.
  • Make sure that our jobs adverts use gender neutral language, are skills-based, and are advertised widely.
  • Look to have a mixed gender recruitment panel for all positions.
  • Make inclusion a normal part of what we do and who we are.
  • Be aware of, and challenge unconscious bias across the organisation.

Our Equality, Diversity and Inclusion group at LiveWest have been empowered to look across the business at ways that we can reduce the gender pay gap as well as support, develop and promote colleagues from other protected characteristics.

As well as publishing this information annually, we will also be reporting it internally every quarter to enable our Board to track our progress in reducing the gender pay gap.

Paul Crawford                         Linda Nash     

LiveWest CEO                         LiveWest Chair