Keepmoat Homes - HR Documents gender pay infogrpahic FINAL

It is no secret that like many industries, the housing
industry suffers from gender imbalance particularly
around senior levels. Keepmoat Homes is committed
to attracting the right people with the right skills into
the organisation at all levels. We want to recruit the
best people and are keen to support initiatives to
attract more women into the industry. Keepmoat
Homes realises the benefits that diversity brings to
the organisation and is working hard to break down
the perceptions which have made the industry less
attractive to women.
The
Gender
Pay Gap
Gender Pay not Equal Pay
Gender Pay calculates the pay gap between men and women within
a business. It is different to Equal Pay which is the difference in pay
between men and women who have the same or similar (equal) roles,
this is something that Keepmoat Homes is also committed to regularly
monitoring.
15.0%
23.9%
Our Mean (average)
Gender Pay Gap is
Our Median (middle)
Gender Pay Gap is
The pay and bonus gaps are reflective of the fact that we have fewer women in senior leadership positions and in
roles which attract higher pay and bonus potential. As previously described, this is due to the challenges we face
recruiting women into construction.
Pay Quartiles
This chart shows the proportion of men and women in
each pay band ordered from lowest to highest quartile and
highlights our imbalance in men and women in our upper
pay quartiles.
81.9%
80%
70%
50%
55.1%
40%
Our Median (middle)
Gender Bonus Gap is
53.8%
46.2%
44.9%
20%
32.7%
45.3%
64.4% of women received
a Bonus
36.4%
30%
18.1%
32.6% of women did not
receive a Bonus
58.0% of men received
a Bonus
10%
0%
The proportion of men and women receiving a bonus is
similar, however, the size of the bonus gap reflects the fact
that we have more men at senior levels than women.
Our Mean (average)
Gender Bonus Gap is
63.6%
60%
Bonus
Lower
Quartile
Lower Middle Upper Middle
Quartile
Quartile
Women
Men
Upper
Quartile
42.0% of men did not
receive a Bonus