Trust Alliance Group Gender Pay Report 2021/2022
In 2017, the Government announced that all UK employers with more
than 250 employees must publish the difference between the average
earnings of men and women within their organisation, which include
salary and bonus payments. This is the fifth year we are publishing our
The gender pay gap is the difference between the average pay of all
men and all women across the business regardless of their role or
seniority. It is different from equal pay, which measures whether men
and women are paid the same for doing similar work or equal value work
defined in The Equality Act 2010. It does not involve publishing any
In line with the reporting requirements, the findings below are based
on data from our payroll system as at April 2021. This covers all
colleagues within the business with a range of roles and levels of pay.
Overall, based on our data for 2021, we’ve identified a 14.9% mean
pay gap, which is 2.6% higher than the 2020 figure of 12.3%. This is
largely the result of senior positions occupied by male leaders, whose
skillset and specialisms demand a high salary. When looking at the
median pay gap (the middle value) the data has decreased from 4.7% to
The median bonus gender pay gap remains at zero, so we do have gender
parity in this area. Proportionally this reflected a bonus change from
+1.1% to -5.7% (i.e. 5.7% more women received a bonus). During the year
the majority of colleagues received a £200 bonus.
Female colleagues continue to dominate the lower two pay quartiles –
this is a result of more women working in our front line roles, although
this proportion has decreased from 71% to 67.5%.
During this period we also recruited a higher number of entry level
roles compared to senior and 50.9% of these appointments went to
females. There was also a slight decrease of 1.1% in the percentage of
females being in the upper hourly pay quartile for which there doesn’t
seem to be a single reason. Instead we believe there is a combination of
factors related to those starting and leaving senior positions.
We acknowledge that our gender pay gap data for 2020 and 2021 is
different to previous reports. We want to make sure there is fairness
throughout our business by renewing our commitments to equality,
diversity & inclusion (E,D&I). Endorsed by our Board and senior
leaders, we’re currently reviewing some important foundations in terms
of our policies, data and colleague training. Longer-term we’ll be
creating a strategy and introducing initiatives to diversify our
workforce and provide opportunities for the community. Our proactive
approach towards E,D&I and a stronger focus on the colleague
proposition will help us to attract and retain talented colleagues,
evolve our workplace culture, improve our business and extend our reach.
This alignment will support a shared vision that prioritises the
colleagues and customers who are key to our business success.
We’re delighted to be recognised again in 2022 as one of the UK’s
Best Workplaces both overall and for wellbeing by ‘Great Place To Work’.
In 2021 we secured this accolade for women too, and we hope to achieve
the same when results are published in April 2022.
We’re still very committed to proactively addressing our gender pay
gap. To support this we’ll be reviewing our recruitment processes and
providing career development opportunities for our colleagues. We
regularly benchmark against the external market, meaning our salaries
and benefits are competitive compared those doing similar roles in other
We’re currently going through extensive change in how we operate and
best serve consumers. As part of this change, a clear pay and reward
structure is expected to be in place in the second half of 2022. As part
of the 2021 pay review we also increased the pay of all colleagues that
were on a minimum wage to a real living wage. In 2020, we broadened our
recruitment strategy and a quarter of our colleagues are now
nationwide; this presents greater opportunities to close the gender pay
gap. As these are home-based roles, the roles create equal opportunities
Following the success of our commitment to working from home during
the pandemic, we’ve now adopted a hybrid working model where colleagues
are only required to be in the office two or three days a week. We’ve
also provided more flexibility around working hours as a positive step
to closing the gender pay gap, again creating greater opportunities for
all. We’re excited about our journey towards inclusion and look forward
to reporting our future success.