We live in a world that is not always fair, where privilege assists some, and the lack of it can hold others back. As part of our equality, diversity and inclusion plans, we have agreed to take proactive steps to correct any imbalances and provide an equal place for everyone to work. 

We are committed to attracting a more diverse workforce by ensuring our colleagues are gender balanced and fairly paid. Having a diverse mix of talented people in our business leads to innovation, development and engagement, which is fundamental to our success. 

We recognise this will take time and focus, but we want to ensure that there are no potential barriers to the successful development and progression of women, or any other minority group at LiveWest. 


What is gender pay gap reporting?

Gender pay gap reporting is about the difference between the average pay of men and women working here. It isn’t the same as equal pay; which is a legal obligation to ensure that men and women doing the same or similar jobs are paid the same, we have embedded this in our job evaluation processes.


Where are we now?

Our gender pay gap has remained consistent over the year and improved since we started reporting our figures. We are confident the actions we are taking will support us in achieving our goal of reducing the gap further. Our 2021/22 gender pay gap figures are set out below. 


The distribution of women and men in our workforce

Overall, the distribution of women and men we employ varies across the types and seniority of roles. When we divide our employee team into four quarters (or ‘quartiles’) according to how much they earn, the proportion of men and women within each quartile is shown in Table 1.

As in many organisations and society as a whole, we have a higher number of women in lower paid roles, and a higher proportion of men in higher paid roles. 



Table 1: The distribution of men and women in our workforce by quartile




110 31% 108 31%
246 69% 240 69%
187 53% 191 55%
169 47% 157 45%
199 56% 173 50%
157 44% 175 50%
179 50% 182 52%
177 50% 166 48%
1,424   1,392

*Key: Q1 = Quartile 1 (lower) - Q2 = Quartile 2 (lower middle) - Q3 = Quartile 3 (upper middle) - Q4 = Quartile 4 (upper)  

*We divide our employee team into four quarters (or ‘quartiles’) according to how much they earn.


Our gender pay gap Median and Mean 2018-2022

Gender pay gap LiveWest 2022


What is the gender pay gap?

The gender pay gap is the difference between the average hourly earnings for men in an organisation and the average hourly earnings for women. For example, a 10% gender pay gap shows that women earn 10% less per hour, on average, than men. A negative -10% gender pay gap shows that women earn 10% more, on average than men.

The average is calculated as both mean and median. Mean earnings are calculated by adding up all hourly earnings and dividing them by the number of employees. Median earnings come from ranking all earnings from lowest to highest and identifying the employee in the middle of the list.

The mean (simple average) is preferred to the median as it gives a better measure of pay across the organisation.

How we make additional payments

We have recently shown our appreciation to employees for their commitment and resilience through the pandemic by making recognition and thank you payments. 

The recognition payment was made to customer facing employees who were visiting our customers’ homes during lockdown. As the majority were members of our Repairs team, which includes a significant proportion of males, the bonus gap has appeared to have widened.  

The thank you payment was an organisation wide payment of £500 made to all eligible employees to acknowledge the difficulties in transitioning to a working from home environment. 

A discretionary bonus was payable in both 2021/22 and 2020/21 which was based on a number of key financial and customer service metrics. The bonus was calculated on a consistent basis for all eligible employees with minimum and maximum parameters. This ensured the payment was meaningful for lower paid employees and capped to ensure consistency with our social purpose. 

The median gender bonus gap is shown in Table 2, which shows a continuing improving trend over the last four years.

The proportion of colleagues receiving the bonus is shown in table 3 where the overall percentage has changed due to the timing of payments with the distribution remaining largely the same.

Table 2: Additional payments gap

Median gender pay gap

Table 3: Proportion receiving additional payments

Male 95.66% 75.75%
Female 93.86% 75.37%


Where we want to be

Our vision is to build and sustain a representative workforce across all areas of our business, with a diverse leadership team that reflects our commitment to equality, diversity and inclusion.   



Key elements of our vision

We deliver services in diverse communities and our Board and colleagues should be reflective of this. 

  • We believe that the best candidate for the job should always be recruited. However, we want to take positive action in our recruitment practices to attract a greater diversity of applicants.   
  • We want to remove barriers to recruitment and progression in the organisation. We will expand our workplace coaching offer, making it accessible and relevant to all colleagues so they can grow in their careers.   
  • We will continuously reduce all pay gaps at an organisational and directorate level.  
  • We recognise that flexible working is an important part of our offer to colleagues that can particularly benefit those living with a disability or who are carers. 



Steps we have already taken

As well as reporting on our gender pay gap, we also report on ethnicity and disability pay gaps to ensure we understand where we currently are and where we need to change.  

We have already taken a number of steps to help us achieve our vision of building and sustaining a representative workforce including: 

Our board recruitment plans

Our Board is hugely supportive of our drive to become a more inclusive organisation. They have committed to increasing the diversity of their membership, which includes a new recruitment programme to seek two new members of the Board and four committee members ahead of some upcoming planned retirements.  

As part of our recruitment, we are working with a specialist agency with a great track record in recruiting for both skills and diversity and we’re taking positive action to encourage applications from more diverse groups. 

We will continue to provide updates on the progress of delivering our equality, diversity and inclusion plans on our Equality, Diversity and Inclusion website page. 

Our women in trades taster day

To increase the diversity of our workforce, we held a taster day for women to try their hand at trades. The event was designed to give women an insight into some of our practical roles and help them decide if a career in a trade might be for them. 

The event was open to women of all ages with a variety of experience, including those with no experience at all.  

We feel it’s important to encourage women into skilled trades, where they are not well represented. We want to address this by giving them opportunities to learn more about trades and join our team at LiveWest.  

Following the success of the taster day, we will be rolling these out across our diverse groups, to further support our vision of building a diverse workforce.