Gender Pay Gap
Companies with more than 250 staff have to report their gender pay gap. Everyone’s salary is included in one of these bands:
|Pay Distribution by Quartile*||Male||Female|
|Upper Quartile||65% (decreased||35% (increased)|
|Upper Middle Quartile||42% (decreased)||58% (increased)|
|Lower Middle Quartile||46% (decreased)||54% (increased)|
|Lower Quartile||62% (no change)||38% (no change)|
*Figures for March 2020, compared to previous year
The lower quartile includes lowest-salary jobs such as Estate Services and Horticultural Teams. The upper quartile includes higher paid senior management roles.
Poplar HARCA pays men and women the same salary for doing similar jobs. The gap which exists is because we still have more men employed in the upper and lower quartiles.
What is Poplar HARCA doing to close the gap?
We continue to offer development opportunities to all our staff. In the past year we launched our Future Leaders Programme. This includes a shadow Corporate Management Team and Strategic Leadership Group who are taking on greater strategic responsibilities. We are also piloting a management development programme for Estate Services Team Leaders – a group which, year on year, is increasingly more gender-balanced. As opportunities become available, our expectation is that staff will have acquired the necessary skills and knowledge to progress. This is starting to have a positive effect. Our very low turnover of staff (especially at the senior management level) limits career progression. However, there has been a significant increase in female staff into upper quartile roles this year.
This has contributed to our gender pay gap decreasing from 14% to 12%.
What about bonuses?
Poplar HARCA has a median bonus gender pay gap of 3%. All eligible staff (except the Corporate Management Team) receive the same flat rate bonus.
We continue to have a mean bonus gap of 39% in favour of men. This is because of the difference in bonuses paid to the Corporate Management Team and CEO. These individuals have market-assessed remuneration packages. We expect this to improve next year due, in part, to a recent review of remuneration packages.