Gender Pay Gap

At RBH we strive to be an inclusive employer that supports colleagues regardless of their gender or background and tackles any barriers that are preventing them from thriving. We are committed to creating a workforce that reflects the communities and people we serve.

We are delighted that our gender pay gap report for 2023 shows that we have maintained comparable median pay for the third year in a row.  We are proud to have a high proportion of females in higher roles within RBH and we feel that our Smart Working Policy has contributed to our success. The policy was designed to enable our colleagues to better manage the competing demands of family and career with a flexible approach to hours and location supported by progressive people policies. We know that the demands of family can be one of the biggest drivers holding back women’s career trajectory and we believe that our overall approach to people and our drive to embed a work life balance, supports colleagues in managing these demands without impacting on their career.

We recognise that we still have some work to do to drive gender equality in some roles. We would like to increase the female representation in repairs. We know that change cannot be driven overnight but will strive to do this through 2024.

We are passionate about fairness, equity and inclusion, and we continue to fully support the UK government initiative to improve equality through collecting and reporting gender pay data. It’s pushing us to work harder and to think more deeply about how we drive inclusion.

How the Gender Pay Gap is worked out

If all company colleagues were lined up in female and male lines – in order of pay from highest to lowest, the median gender pay gap compares the hourly pay of the woman in the middle and the hourly pay of the man in the same position. The mean gender pay gap shows the difference in the average hourly rate of pay between men and women in a company. All figures are based on 5 April 2023.