12th December 2024
Sanctuary Scotland
Sanctuary has published its Gender and Ethnicity Pay Gap Report 2024.
All companies with a headcount of 250 or more employees must report annually how they pay men and women. There is no requirement to publish our ethnicity pay gap, but we choose to publish this information and bring the two together into one document.
This report is based on Sanctuary’s pay and bonus data as at the snapshot date of 4 April 2024.
Gender pay looks at the difference between average male and female earnings across a group of workers, regardless of the role they are in, while ethnicity pay gap looks at the earnings of different ethnic groups.
Gender pay gap
Our median gender pay gap for Sanctuary overall has fallen from 19.8% to 12.6%. While this change has come about in part due to growth and employee progression, we recognise that it is largely due to a significant increase in pay of Sanctuary’s lowest paying roles, which are largely held by women.
The gap varies by business entity, from -0.2% in Sanctuary Care Property (employees who work in some of our care homes and supporting services) to 25.8% in Sanctuary Maintenance (maintenance operatives, gas engineers, cleaners and facility managers).
In common with many large UK employers, our analysis shows that where a gender pay gap exists this is because there are more women in the lowest paying roles and fewer women in the highest paying roles.
We recognise this issue and remain committed to supporting women across the organisation to advance their careers, as well proactively encouraging more women and men to consider roles beyond the gender stereotypes that may constrain their choices.
Ethnicity pay gap
Our median ethnicity pay gap overall is 4.2% overall.
This is because there are more ethnic minority staff in the lowest paying quartiles (for example, in our care assistant roles) and fewer ethnic minority staff in the highest paying quartiles.
As part of wider work to ensure we are a diverse, inclusive organisation, we are actively working to improve our recruitment practice to ensure we attract and develop talented people from underrepresented groups, including ethnic minorities, into senior and leadership roles.
Inclusion for all
Our goal is to be a diverse, inclusive organisation where our people thrive and respond to our customers with fairness and empathy.
We set out how we aim to achieve this ambition in our diversity and inclusion strategy, ‘Inclusion for All’, which sets out key strategic priorities and makes a firm commitment to being data informed and enhancing our equality data insight to deliver meaningful change.
Inclusion is one of our core values at Sanctuary, and colleagues right across our organisation, along with our customers, are involved in shaping our approach and delivering Inclusion for All.
