Contents

• Foreword

Gender pay gap

• Gender identity
• How the Gender Pay Gap is worked out
• Our gender pay gap at 31 March 2023
• Pay quartiles
• Our declaration
• What are we doing about the gap?

Ethnicity pay gap

• What do we mean by ethnicity?
• How the Ethnicity Pay Gap is worked out
• Our ethnicity pay gap at 31 March 2023
• Pay quartiles
• Our ethnicity pay gap journey
• What are we doing about the gap?

Foreword

This report reflects our gender and ethnicity pay gap data as of March 2023, which we annually report in arrears.

Although our staff count falls below the 250-employee threshold for mandatory gender pay gap reporting, we have voluntarily chosen to publish our findings for the fifth year, believing it aligns with best practices and promotes transparency in pay across the public sector.

We continue to strive for an inclusive, welcoming, and fair environment for all members of our team. These plans encompass various aspects of our operations, from recruitment and promotions to training and mentorship, all aimed at eliminating barriers and promoting equal opportunities. The ultimate goal is to ensure that every member of our organisation is provided with a fair and equal path to success to support the regulator in driving change in the social housing sector to deliver more and better social housing.

Gender Identity

In accordance with the current requirements for reporting on the gender pay gap, our approach involves categorising gender into male and female within our data classification.

It is important to note that we define gender in accordance with the classifications provided by His Majesty’s Revenue and Customs (HMRC), which categorise individuals as male or female, in our data.

In the context of this report, we have employed the terms ‘gender,’ ‘male,’ and ‘female,’ understanding that they typically relate to biological sex. However, it’s important to acknowledge that for some individuals, these terms may not fully encapsulate their gender identity.

How the Gender Pay Gap is worked out

In 2017, the government introduced a statutory requirement for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the https://www.legislation.gov.uk/uksi/2017/353/contents/made">Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to annually publish their gender pay gap data on:

• Mean and median gender pay gap in hourly pay,
• Mean and median bonus gender pay gap,
• Proportion of men and women receiving a bonus payment; and
• Proportion of men and women in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. Mean and median gender pay gap figures are based on a comparison of men and women’s hourly pay across the organisation irrespective of grade, which means that the gap shows the difference in the average pay between all men and women in the organisation’s workforce.

• The mean figure is the percentage difference between the mean average hourly rates of men and women’s pay.

• The median figure is the percentage difference between the midpoints in the ranges of men and women’s pay.

• The bonus gap refers to bonus payments paid to men and women employees during the 12 months period prior to the snapshot date.

Our gender pay gap at 31 March 2023

Our figures at 31 March 2023

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Data table

The gender pay gap is the difference in the average earnings between all men and women in an organisation. It is different to equal pay, which is about the difference in actual earnings of men and women doing equal work (or work of equal value).

From April 2017, employers with 250 or more employees must publish information on their gender pay gap. The pay gap must be reported on in 6 different ways:

• the mean and median gender pay gaps
• the mean and median gender bonus gaps
• the proportion of men and women who received bonuses
• the proportion of men and women according to quartile pay bands

Globally, 1 in 3 women will be beaten or sexually abused in their lifetime. Rooted in gender inequality, gender-based violence threatens the lives and wellbeing of girls and women and prevents them from realising their potential.

Ending gender-based violence is a priority for the UK Foreign, Commonwealth and Development Office (FCDO). We are using our diplomatic partnerships, development programmes and research and evidence to drive national and international action to end all forms of gender-based violence. This includes support to survivors of violence to access medical treatment, psychosocial support, and legal assistance. It also includes investment in preventing gender-based violence by changing attitudes and behaviour.

This page provides an overview of the UK’s support to end gender-based violence. Between April 2021 and March 2023, 4.2 million people were reached with gender-based violence prevention or response services through bilateral FCDO support.

Employers with 250 or more employees are required to report annually on their gender pay gap. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

RSH has less than 250 employees and it has only been in existence since 2018, so is voluntarily publishing the figures as part of its continued commitment to improve transparency and equality.

This report also sets out the actions being taken to close the gender pay gap in the organisation.

For other reports see our Equality information and pay gap reports collections page.

The equality information below will help you understand what we are doing and how we are working towards our objectives, including how we are paying due regard to the three aims of the public sector equality duty.

Equality information about our employees and other people affected by the work of the Ministry of Justice

http://www.justice.gov.uk/publications/corporate-reports/moj/2012/ministry-of-justice-equality-objectives">The Ministry of Justice equality objectives 2012-2016

Ministry of Justice Diversity Report 2012-13

http://www.justice.gov.uk/publications/corporate-reports/moj/2014/diversity-report-2011-12">Ministry of Justice Diversity Report 2011-12

http://www.justice.gov.uk/publications/corporate-reports/moj/2011/equal-pay-report-2010-2011">Ministry of Justice Equal Pay Report 2010-2011

http://www.justice.gov.uk/statistics/criminal-justice/women">Women and the criminal justice system

http://www.justice.gov.uk/statistics/criminal-justice/race">Race and the criminal justice system

http://www.justice.gov.uk/publications/corporate-reports/yjb">Youth Justice Board Equality and Diversity information

Finding equality infomation

To find equality information on different aspects of Ministry of Justice (and its bodies’) work you can:

• Use the main site search bar - type in to the search bar the name of the organisation or the policy area you are looking for equality information on and the word equality; or
• Search for one of the nine protected characteristics below:
  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion and belief
  • sex
  • sexual orientation

See the full list of http://www.justice.gov.uk/about/all.htm">Ministry of Justice arms length bodies.

Documents can be provided in alternative formats on request. Read our policy on http://www.justice.gov.uk/global/welsh-language-scheme/index.htm">Welsh language content.