02 August 2024
Summary: Major milestone is achieved as our full pay gap report is published.
The 2024 Olympic Games are in full swing, and one cause for celebration has been the degree of gender equality associated with this edition of the Games. The Paris Olympics have been the first to achieve gender parity, with 5,250 male and 5,250 female athletes competing. This news is timely for MTVH because as of Q1 2024, fifty percent of our senior roles (‘Head of’ and above) are now held by women.
This is a major milestone which has been reached in a large part thanks to several of our recent Director-level appointments, including Serena Heathcote – Director of Customer Experience, Maxine Gordon – Director of Housing and Kate Gibson –Director of Projects.
MTVH’s Executive Director of Corporate Services, Helen McTeer, said: “Achieving gender parity for senior leaders is a significant milestone for us. We’re committed to tackling internal and external inequality and that includes driving change through positive action to reduce our pay gaps.”
This morning, MTVH has also released our annual Pay Gap Report. Gender and Ethnicity pay gap reporting helps hold us to account as we track our progress to being the most inclusive and diverse organisation we can be and helps identify areas for improvement.
You can read our report in full here: MTVH Gender Pay Gap Report 2023 to 2024
Our gender pay gap measures the difference between men and women’s average pay within MTVH, regardless of their role or seniority. This year’s results show that our mean gender pay gap is 16.5%, which is the same as last year, and slightly higher than the national average of 14.8%. Our median gender pay gap decreased from last year’s 15% to 13.2%. The driver for our gender pay gap is that a disproportionate number of women work in our care and support operation, an industry which tends to attract more women and where market rates of pay are lower compared to other areas.
MTVH also chooses to voluntarily publish an ethnicity pay gap, despite this not currently being a government requirement. Our ethnicity pay gap measures the difference between white and ethnically diverse colleagues’ average pay within the organisation, regardless of their role or seniority. It is based on data from the 88% of colleagues who volunteer their ethnicity data. MTVH’s mean ethnicity pay gap has remained the same as last year at 9.5% while the median ethnicity pay gap has increased from minus 1.3% to 0.2%.
Our ambition is to close our gender and ethnicity pay gaps overall, and we have plans in place to achieve this. These include initiatives to attract more women and ethnically diverse colleagues into the organisation, and to support progress into senior roles through ongoing training and mentoring. We are also utilising our apprenticeship levy to open opportunities and routes to qualifications. In terms of hiring, we are broadening recruitment channels across platforms that proactively target diverse audiences to actively attract women and ethnically diverse candidates. We’re also promoting our family friendly policies, mentoring and coaching and flexible and hybrid working arrangements in our job adverts.