Transparency data

HM Land Registry: gender pay gap report 2017

Published 18 December 2017

Applies to England and Wales

From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap.

HM Land Registry is committed to paying staff equally irrespective of gender.

1. Gender breakdown

The gender breakdown is:

• female: 60%
• male: 40%

2. Gender pay gap

Our gender pay gap is:

• mean pay gap (the difference between the average of men’s and women’s pay): 9% lower for female members of staff
• median pay gap (the difference between the midpoints in the ranges of men’s and women’s pay): 18.5% lower for female members of staff

Mean pay gap

9%

Median pay gap

18.5%

As at 31 March 2017, 60.3% of our employees were women. Women made up 46.7% of our upper quartile based on the rate of hourly pay.

We pay women the same rate as men for doing the same job. Our gender pay gap figures relate to the distribution of women in our workforce. In particular, women are more highly represented in junior and casework grades. For example, women make up 69% of our largest grade which accounts for almost half of the organisation.

3. Gender distribution by grade

For many years HM Land Registry has encouraged and supported women by offering a wide range of employment opportunities, including numerous part-time working patterns to suit the needs of our employees. This approach has been successful and 35% of our staff now work part-time – and the majority of our part-time staff are women.

Breaking down the gender pay gap data by quartiles has helped the organisation to identify where attention should be focused.Our part-time staff make a highly valued contribution to HM Land Registry’s success and we are committed to continuing to provide our staff with working options that meet their work and life requirements. In fact, our most recent survey of staff shows that our part-time staff recorded some of the highest levels of satisfaction and happiness in the organisation. We accept that this approach will continue to impact on our gender pay gap figures but we are committed to reducing our gender pay gap.

4. Bonus pay gap

The bonus pay gap is:

• mean pay gap: 7.4% lower for female members of staff
• median pay gap: 0% lower for female members of staff

Mean pay gap

7.4%

Median pay gap

0%

We awarded bonuses to 89.5% of women and 88.4% of men.

The calculation methodology for bonuses arguably works against HM Land Registry. It includes the Corporate Pay Award (CPA), eye test costs, childcare subsidy and so on. It is based on actuals received, rather than pro-rated. Given that the majority of part-time staff are women and have the CPA pro-rated, the reported lower payment of bonuses is unlikely to significantly reduce.

5. Pay by quartiles

These quartiles have been calculated by listing the hourly pay rate of all our organisation’s full-pay relevant employees. This list has been divided into 4 quartiles with an equal number of employees in each section.

	Male	Female
Top quartile	53.3%	46.7%
Upper middle quartile	39.6%	60.4%
Lower middle quartile	34.2%	65.8%
Lower quartile	32.9%	67.1%

Breaking down the gender pay gap data by quartiles has helped the organisation to identify where attention should be focused.

6. Eradicating the pay gap

In conjunction with our Women’s Network, we have identified 5 areas of activity. They are:

• ensuring women working part-time understand the availability of full-time working options
• developing women for leadership roles
• ensuring part-time working options are offered as the norm for jobs at and above RE1 grade
• increasing representation of women within our Digital, Data and Technology (DDaT) Directorate, particularly in technical roles
• undertaking further analysis of women application and appointment rates to jobs at and above RE1 grade

Plan

An outline plan has been created to put these areas of activity into effect.

Issue 1

Women’s reasons for part-time working may have changed. Employees may not know that previous restrictions on moving to full-time working (as part of organisational downsizing) no longer apply.

Action 1:

• develop an awareness campaign to make sure women know a move from part-time to full-time working is an option
• link to existing and developing recruitment and resourcing plans

Issue 2

Develop women for leadership roles.

Action 2:

• in conjunction with the Women’s Network, offer four places to network members to attend the Women into Leadership 2017 conference
• explore opportunities for shadowing with existing senior managers
• develop mentoring and coaching programme with a focus on building leadership confidence and build on work being undertaken with the black, Asian and minority ethnic (BAME) network
• appoint Board champion following resignation of previous Board gender champion

Issue 3

Part-time working options may become less available above the RE2U grade.

Action 3:

• ensure that recruiting managers to new RE1 and SRE grade jobs provide justification where jobs are not available on part-time or job share basis
• build assumption within HM Land Registry that part-time opportunities should be the norm for all jobs, and not offered only by exception
• explore and develop ways to make it easy for potential job shares to identify each other (such as database or site)
• explore feasibility of using the Civil Service job share finder site

Issue 4

Increase representation by women at all levels within DDaT, with particular focus on technical roles.

Action 4:

• raise profile of DDaT as a career for school-age girls in Plymouth area
• working with other networks (such as science, technology, engineering and mathematics (STEM) and the University of Plymouth) to identify what would interest children in DDaT as a career
• review recruitment material to ensure it is female positive
• develop shadowing opportunities

Issue 5

Undertake further analysis and monitoring.

Action 5:

• analyse women’s job application and appointment rates by grade for opportunities at RE1 grade and above
• identify trends and issues and develop actions
• assess Gender pay gap every 6 months to identify changes and trends