The following information has been calculated and verified as an accurate representation of the Gender Pay Gap Reporting that is required for 2018.

Mark Lister CE POhWER 29 3 18

  • Mean gender pay gap is 9% with Male rate of £13.83per hour and Female of £12.59 per hour
  • Median gender pay gap is 1.6% with Male rate of £12.19ph and Female of £12.00ph

The organisation does not pay bonuses and therefore there is no data in regards to the following reporting requirements: Mean bonus pay gap; Median bonus pay gap; Proportion of males receiving a bonus payment; Proportion of females receiving a bonus payment.

The following information shows the four quartile pay bands and the proportion of Male and Female staff within each section:

Lower Quartile - 77 Female staff (84.6%) - 14 Male staff (15.4%)

Lower Middle   - 71 Female staff (78.0%) - 20 Male staff (22.0%)

Upper Middle   - 76 Female staff (83.5%) - 15 Male staff (16.5%)

Upper Quartile - 72 Female staff (79.1%) - 19 Male staff (20.9%)      

Total number of staff 364 with 296 (81.3%) Female and 68 (18.7%) Male staff

POhWER is a charity providing Advocacy services to some of the most vulnerable members of society. The sector is traditionally more heavily staffed by women as is POhWER with women forming 81% of staff.

The high proportion of female staff v male staff impacts on the overall gender pay gap figures, however POhWER has a salary banding system in place that recognises the role and job title of employees irrespective of their gender as evidenced by the much lower median pay gap.

The salaries for each role are on a sliding scale with increments at 12 and 24 months irrespective of gender.

The Senior Management Team (SMT) comprises 11 staff with 5 men and 6 women. The top two salaries are men. Four staff who are not on the SMT are paid more than lowest paid SMT members. Three of these four highest paid non-SMT staff are women.

POhWER has a Flexible Working Policy and an Equal Opportunities Policy that are geared to family friendly working arrangements and equality for all employees.

Whilst POhWER’s gender pay gap is significantly lower that other organisations we will continue to take active steps to encourage applications from female candidates in more senior roles, whilst ensuring that all applications are considered equitably and in line with employment/ equality legislation. Recruitment panels for senior posts will include women as well as men. The Board of trustees are involved in senior appointments and will be asked to approve this statement and the steps to improve the pay gap. As at 1 4 17 the Board comprised 3 women and 8 men but these positions are voluntary and unpaid so they have not been included in the analysis. As trustee vacancies arise the Board will encourage applications from women to become trustees.

We also aim to improve plan to review our internal talent spotting and succession planning programme to ensure female employees are encouraged to apply for more senior roles in POhWER and are given opportunities to take temporary roles ((with salary uplifts) or take on projects that could help them progress when permanent more senior vacancies arise.