Equality, Diversity, and Inclusion Progress

Equality, Diversity, and Inclusion Action Plan

In delivering the priorities in our Strategic Plan 2024-29 we take into account the equalities objectives we have set in our Equality, Diversity, and Inclusion (EDI) Strategy 2022-26. Our Operating Plan and Departmental Plan identify where our priority projects and activities support our EDI objectives, and in the coming months we intend to publish an extract from our plans here that set out how the work we are doing contributes to achieving our aims.

You can also read more about our progress in delivering our equalities objectives in our Equality, Diversity, and Inclusion Annual Reports, which we aim to publish each Autumn.

Gender and ethnicity pay gap

When reviewing the overall data for The Barnet Group, we are pleased to report that our gender and ethnicity pay gaps have narrowed.

In 2023/24, our gender pay gap was 16.8%, and in 2024/25 the gender pay gap had reduced to 14.1%. The gender pay gap measures the difference between the average hourly earnings of men and women and shows that the average earnings for men in 2024/25 were 14.1% higher than for women.

The Barnet Group first established its ethnicity pay gap in 2023/24 as part of its continued commitment to equality and inclusion. The table below shows the difference between the average hourly earnings for different ethnic groups. In 2024/25:

• the average hourly earnings of employees from a White background were 16.79% higher than for other groups (reduced from 21.17% in 2023/24)
• the average hourly earnings of employees from Mixed ethnic backgrounds were 5.63% lower than for other groups (reduced from 6.99% in 2023/24)
• the average hourly earnings of employees from an Asian background were 2.37% lower than for other groups (reduced from 5.88% in 2023/24)
• the average hourly earnings of employees from a Black background were 18.61% lower than for other groups (reduced from 23.68% in 2023/24)

It is essential that we monitor any yearly fluctuations to understand if this position is sustained. For the ethnicity pay gap, gaps in our data on race/ethnicity also present challenges in how robust and meaningful this information is, and we will continue to focus on improving the information we hold and on using the data we have to lay the foundations of a truly inclusive culture.

We know that a higher proportion of women tend to work in the sectors in which we primarily provide services. This is particularly true of our Adult Social Care Services, and care work is also typically lower paid. This creates a genuine pay gap challenge for our organisation that will be difficult to address. The biggest driver of the ethnicity pay gap is lower representation of people from an ethnic minority background at the most senior level of the organisation and high representation within functions with the lowest salaries, and in particular the Adult Social Care services.

Nonetheless, we recognise that the areas in which we are likely to deliver the best outcomes for individuals are through supporting the personal development and career progression of our existing employees, and working to attract women into roles in service areas in which they may historically be under-represented nationally, including repairs, property services, and development.

We also continue to review initiatives to ensure our jobs are accessible, flexible, and appealing to more diverse pools of talent. Positively, we are seeing an increase in applications from ethnically diverse groups.

Greater London Authority Affordable Homes Programme

We receive funding from the Greater London Authority’s (GLA) Affordable Homes Programme to develop much-needed homes in Barnet. As a condition of this, the GLA expects us to meet a number of requirements in relation to Equality, Diversity, and Inclusion. We support the Mayor’s vision of a more equal, diverse, and inclusive London by meaningfully enhancing our organisational practices, procurement methods, and engagement with communities.

Our GLA Equality, Diversity, and Inclusion Action Plan focuses on our EDI activity that supports the GLA’s three themes:

1. Organisational equality, diversity and fairness.
2. Sustainable and diverse supply chains.
3. Working together with Londoners.

It sets out our priority actions to advance equality, diversity and inclusion (EDI) in these areas in our organisation and in the wider sector. It is intended to support delivery of our Equality, Diversity, and Inclusion Strategy 2022-26, as well as the Mayor of London’s commitment to supporting increased diversity in the built environment sector.