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KSS CRC latest gender pay gap report

29 March 2019

Kent, Surrey and Sussex Community Rehabilitation Company (KSS CRC) is committed to the principle of equal opportunities and equal treatment for all employees. As required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 we have calculated our gender pay gap using the required analysis to show the difference between the average earnings of men and women across our business.

Gender pay gap reporting is not to be confused with equal pay: as an organisation we have always been committed to ensuring we do not pay men and women differently for doing the same or equivalent work.  The gender pay gap is as a result of the roles which men and women are employed in and the salaries these roles attract.

Mean and median pay gaps

Our report illustrates a mean gender pay gap of 8.07% and a median gap of 10.19%.  These figures are representative of an employee base where 24.6% are male and 75.4% are female.   Our figures remain lower than the national average of approximately 1,500 reports submitted to date.

Mean Pay Gap

8.07%

Median Pay Gap

10.19%

 

Proportion of male and female employees according to quartile pay bands

Quartile Band

Male

Female

Upper Quartile

33.59%

66.41%

Upper Middle

29.46%

70.54%

Lower Middle

27.91%

72.09%

Lower Quartile

12.70%

87.30%

Minimising our gender pay gap

We continue to ensure that we take a proactive apporach to minimising our gender pay gap through:

  • Structured interviews and skilled based assessments used in recruitment decisions to ensure no unfair bias

  • Transparent pay and reward processes

  • Mobile and flexible working arrangements

  • A structured talent programme

  • Equal opportunity to access traning interventions and internal apprenticeship schemes

Additional steps

However, we are committed to improving our position even further. With this is mind next year we will be introducing unconsious bias training across the organisation. We also recognise that although we consistently have a higher proportion of females in the workforce overall, we have a  larger gender imbalance in our lower roles. We will also be reviewing our minimum pay levels as part of our strategy to further reduce the gender pay gap.

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