Vision 2022 - Gender Pay Gap Report • Vision RCL

Background & Introduction

Vision Redbridge Culture & Leisure  was originally founded in 2007 as a charitable trust and limited company. Initially the Trust managed four leisure facilities on behalf of the London Borough of Redbridge, subsequently expanding to include an additional three facilities by 2009.

In 2011 the Trust expanded further to become responsible for the the management of a wide range of additional Redbridge cultural and leisure services.  These include 12 Libraries and a mobile, eight Borough Parks, two Country Parks, over 40 Open Spaces,  Leisure Centres, Community Centres and the Borough’s principal function halls.   

Vision also manages a range of teams that includes Nature Conservation and Biodiversity, Allotments, Civic and Commercial Events, Parks Development, Museums and Archives, a Sport and Health Team, Culture and Arts Development, as well as having a core Central Services Team.

In 2016, the Trust further expanded when the Redbridge Music Service, including the Music Education Hub, Redbridge Drama Centre and Youth Centres were added to the portfolio. In more recent times Vision has taken over the operations of the Kenneth More Theatre.

Vision’s turnover is now in excess of £21M per annum.

Purpose

Our core purpose is supporting people and communities to thrive by offering inclusive, affordable Leisure and Cultural activities and events for local people.  In the places and spaces we manage, people feel safe and have opportunities to explore, relax, exercise, socialise and learn together.

We aim to  improve the health and wellbeing of local residents by providing physical, cultural and learning experiences, build stronger and more sustainable communities, and  improve skills through participation and learning.  We aim to focus our resources on delivering our aims cost effectively.

Key Metrics

Hourly Rate – The difference between the mean and median hourly rate of pay that male and female full-pay relevant employees receive
Women’s Hourly Rate
0.50%
Lower
(mean)
0.75%
Equal
(median)

Pay Quartiles – the proportion of
males and females in each quartile pay band
Upper quartile
48.0%
Men
52.0%
Women
Upper middle quartile
39.0%
Men
61.0%
Women
Lower middle quartile
48.0%
Men
52.0%
Women
Lower quartile
47.0% Men53.0% Women

Bonus Pay – the difference between the mean and median bonus pay
that male and female employees receive
Women’s bonus pay is
18%
Lower
(mean)
38%
Lower
(median)
Who receive bonus pay
41.59%
Of Men
45.74%
Of Women

Gender Pay Supporting Statement

The gender pay gap is the difference between the average earnings of men and women over a period of time irrespective of their role or seniority.    It is not the same as equal pay (which has been legislation since 1970) which concerns individuals or groups of workers being paid the same for performing the same or comparable work. 

Vision is committed to the fair treatment, reward and recognition of all staff, irrespective of gender. Our pay and grading strategy is linked to the level of responsibility for a role, where each grade has a set pay range with spine points in between grades.   Staff are expected to move through the pay range for their grade based on performance via an annual appraisal process.    

Similra with the results from 2020, comparisons against pre-pandemic outcomes means it is not easy to critically analyse the data and compare and contrast with previous years. As with last year, reporting methods have excluded non full-pay related employees, as our casual workers, who make up a significant part of our workforce would have been on furlough at the 2021 snap shot date. The levels of casuals on furlough also reduced during subsequent lockdowns. The results for the mean and median continue to be lower than we would have expected to report.

However, there remains a positive balance of female employees at junior and middle management. Our longer term challenge remains committed to extending to senior mangement level.

We remain committed to ensure that all staff receive relevant equalities training, and recruiting managers are aware of their responsibilities to ensure decisions are made transparently and objectively to help minimise gender bias.