HM Land Registry: gender pay gap report 2018
Published 19 December 2018
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As at 31 March 2018, 60% of HM Land Registry’s employees were women. Women made up 46.3% 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, Executive Officer (EO).
For many years we have 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 33% of our staff now work part-time. The majority of our part-time staff, 83%, are women.
Our part-time staff make a highly valued contribution to our success and we are committed to continuing to provide our staff with working options that meet their work/life requirements. We accept this approach will continue to affect our gender pay gap figures but we are committed to reducing our gender pay gap.
In 2017 we published an outline Gender Pay Gap Action Plan in which we committed to take 17 specific actions. In the past year, we have worked closely with our staff networks, in particular our Women’s Network, and our HR Resourcing Teams, and have implemented, or begun to implement, 15 of those 17 actions.
Analysis of our gender pay gap data one year on is encouraging, and suggests the actions we have taken to address the issues of representation of women within our workforce are beginning to have a positive impact. We are pleased to report that our mean and median gender pay gaps have reduced slightly, comparing well, in the case of a 2.9% reduction in our median pay gap, with the range the Government Equalities Office suggests is good progress. By quartile, there is a slight increase in the representation of women in the upper middle quartile, and the lower middle and lower quartiles show a slight decrease in the representation of women.
We will continue to embed and develop the actions we have already taken and put the remaining 2 actions into effect; specifically, developing an awareness campaign to make sure women know a move from part-time to full-time is an option, and challenging myths around the requirements of higher graded roles. In doing so, we will look to build upon the positive messages promoted by our senior female role models and adapt newer technologies such as webinars to reach a more diverse audience.
We will also introduce better data and analytics, set out simply, and undertake more frequent pay gap analysis.
To support that approach, and to drive forward our ambitions, we have also agreed a corporate key performance indicator for 2018/19 around our ambition to increase the numbers of women in middle to senior management grades.
HM Land Registry has always anticipated that change of this nature will take time to effect and we reaffirm our commitment to minimising our gender pay gap through longer-term legacy actions, which support and encourage women in our workforce and create a culture in which they can thrive.