We've published our Gender Pay Gap Report

3rd April 2018

The gender pay gap shows the difference between the average (mean and median) earnings of men and women.

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 requires organisations that employ more than 250 people to report on their gender pay gap. Outward employs over 500 members of staff, and so is publishing its Gender Pay Gap Report, as required by these Regulations.

The period covers the "snapshot" date of the 5 April 2017.

You can read Outward's Gender Pay Gap Report here or by clicking on the document link at the bottom of this page.

In summary...

Outward is committed to gender pay equality and although we have a gender pay gap - 3.37% difference in median pay between men and women and 3.38% in mean pay – it is below the national average of 18% (Equalities Office, November 2016 – last published) but is higher than a small sample of sector data published at October 2017 of 1.99%.

Moving forward and things to note...

  • All staff are paid the rate for the job role regardless of gender; pay rates are not negotiable. As we do not have any increment pay awards, all staff are also paid the rate for the job regardless of length of service. The only differences to salary for a job role is where a local authority pays the London Living Wage (LLW) in all their contracts. For Outward that is Islington and Camden funded services.

We do pay long service awards – 5; 10; 20 years – and these are paid as length of service is incurred. Again the proportion of these paid reflects the makeup of the workforce.

Outward's senior management team is predominately female with a number of them having worked through the organisation in a number of roles. The Female senior management is comparable within the sector, in line with the customer group we support and type of service we provide.

Our Workforce Pension Scheme does have a good retention rate, with only a small number of staff opting out. Reflecting our workforce, we have a higher proportion of female pension members (70%) then men.

The other benefits beyond pay that we can better promote, to improve the working lives of our staff, are:

  • Childcare voucher scheme that has a low take-up in Outward, from both female and male staff
  • Flexible working requests tend to mainly come from female staff
  • Shared Parental Leave – no requests yet, but we will promote this more widely.

While these are statutory opportunities, they do support our overall commitment to equality and the wellbeing of our staff.

If you have any questions or concerns about Outward's Gender Pay Gap Report, please do get in touch with us by email at info@outward.org.uk or by telephone on 020 8980 7101, asking for Corinne Seymour, our Human Resources Manager.


Outward Gender Pay Gap Report 2017.pdf