Gender pay gap report

This report sets out and explains our gender pay gap figures, as of 5 April 2024.

What is a gender pay gap?

• It’s a measure of the difference between the average pay of men and women across an organisation.
• It is not the same as equal pay. Equal pay relates to paying men and women equally for doing the same or equivalent work.

An employer delivering equal pay can still have a gender pay gap, as the gender pay gap can be influenced by the make-up of the workforce. This could be because there’s a higher proportion of men or women in certain roles, including where those roles are higher paid.

In accordance with gender pay gap reporting guidance, our calculations are based on ‘full pay relevant colleagues’. This means that some colleagues are excluded because they’re not being paid their full basic pay on the snapshot date. This could be because they’re receiving different pay, due to being on leave for sickness, maternity, paternity, adoption, parental or shared parental leave.

A positive value indicates the gap is in favour of men, a negative gap is in favour of women.

Gender profile of our workforce

At Grand Union, men and women carrying out the same role are paid the same salary and all our roles are independently market tested.

We’ve been actively trying to increase the number of women in property and property management roles. We’re pleased that we’ve seen three women fill management roles within our Property Services team in the last year.

Our results

Mean (average)

2024 %	2023 %	2022 %	2021 %
-1.56	-1.53	1.16	3.10

For the second year running, our report shows that on average women are paid more than men at Grand Union, by 1.56%. This means that for every £10 the average man earns, the average woman takes home £10.16 – this is just 1p more than last year.

We have recently set ourselves a target of being within 2.5% either way of a zero mean pay gap, and this has been achieved this year.

Median

2024 %	2023 %	2022 %	2021 %
-3.48	-4.72	-4.12	-4.74

The median figure continues to be similar to previous years in favour of women. The median is the man or woman who is in the middle of a list of hourly pay for all colleagues, ordered from highest to lowest paid.

Pay quartiles

Women represent 52.1% of the workforce and men 47.9%.

This shows an increase in 2.7% in the representation of men in this year’s figures when compared to last year. This seems to have been due to 71% of new roles recruited to being in Property Services, where a large majority of roles are filled by men.

The pay quartiles by gender table (above) shows:

• women continue to be underrepresented in the upper quartile and the lower middle quartile
• the upper quartile figure has not changed since last year, when the percentage of women in that category had increased by 5.7% from the previous year
• the most significant decrease in the number of women was in the upper middle quartile figure, with a 9.1% reduction when compared to last year. This figure seems to have been affected by a high number of women on maternity leave (who have to be removed from the figures), leavers who haven’t been replaced and a few movers up or down the quartiles.

Conclusion

• The national gender pay gap in April 2023, as reported provisionally by the Office for National Statistics, was 7.7% for full-time employees.

• We’re pleased to see just a small gender pay gap in favour of women. It is difficult to achieve a zero pay gap, but we have set ourselves a target of being within 2.5% of a zero pay gap, which has been achieved this year.