OPDC Ethnicity Pay Gap Audit: March 2017 data

The headline ethnicity pay gap data for OPDC in table 1 is broken down into ethnicity groups; BAME (Black, Asian, Dual, Other) and ethnicity group – White. There is no ethnicity data for four members of staff which is equivalent to 14% of the workforce. As at 1 April 2017 the total number of permanent members of staff and staff on Fixed Term Contracts is 29. Of the 29 members of staff, 17% are from a BAME background, 69% from a White Background, and 14% not known. In terms of obtaining the data used for the ethnicity pay gap audit, we are reliant on staff completing an equality monitoring form. However, not all of the OPDC staff have completed an equality monitoring form which has meant that we are unable to determine the ethnicity of 14% of the workforce. This means that we do not have an accurate picture of the diversity breakdown in the organisation.

Overall the calculations show there is a mean pay gap of 31.51% and a median pay gap of 37.52%.

It is important to note that the OPDC was established on 1 April 2015, and is a new and small organisation, which is reflected in the numbers of permanent staff. During this reporting period a number of posts were covered on a secondment basis which are not included in these figures (including some senior BAME staff from the GLA). Following a recent staffing restructure the OPDC has filled a number of posts on a permanent basis. As a result OPDC has seen an increase in BAME representation across the organisation, which will be reported in next years’ ethnicity pay gap report.

Tables 2 and 3 provide the mean and median ethnicity pay gap information respectively, by grade. There is little difference in the mean and median data. The largest difference is at Grade 8 where there is a 4% pay advantage. The only job level with a pay gap is Grade 6. The data suggests that only one member of staff from a BAME background is in the upper half of the organisation based on pay. The perceived pay gap identified at grade 6 is a consequence of the automatic increment cycle and length of service, and is unrelated to ethnicity.

The most significant ethnicity imbalance based on count of staff is at Grade 10. The data shows there are eight employees from a White background and none from a BAME background. The OPDC will look at ways to address the ethnicity imbalance. We have taken into consideration how we can address this. The organisation is small and turnover is relatively low. Therefore, as and when Grade 10 vacancies arise through our recruitment processes we will make every effort to address the ethnicity pay gap at this level. Also in order to mitigate against inequality in respect of ethnicity and pay, efforts will be made to attract talent from a BAME background, for senior roles within the organisation, as and when vacancies arise. We will appoint an executive search agency to assist with attracting talent from a diverse background However, appointments are still to be based on merit.

There is the case for comparing data for males from a white background and males from a BAME background, and similarly for females from a white background and females from a BAME background to eliminate any gender pay bias from the calculations.

Table 2: Mean Gap White/BAME

Grades 2, 3, 4, 5 and 9 - there are no posts at that level

Grades 1, 10, 12, 13, 15 - there are no BAME employees in these grades

Grades 7, 11, 14 - we do not have diversity information

London Living wage - there are no employees from a White background

Table 3: Median Pay Gap White/BAME

Grades 2, 3, 4, 5 and 9 - there are no posts at that level

Grades 1, 12, 13, 15 - there are no BAME employees in these grades

Grades 7, 11, 14 - we do not have diversity information

London Living wage - there are no employees from a White background

Where appropriate the OPDC will adopt the GLA’s action plan to address ethnicity and pay. In addition, to address the Ethnicity Pay Gap, the OPDC will take the following course of action outlined below: