Equal Pay Policy.

At Surestart Homes, we strive to create a successful, caring, and inclusive workplace where all employees and visitors feel valued and respected. We are committed to fostering a supportive environment where every individual can achieve their full potential, free from prejudice or discrimination. Our focus is on building a culture of respect, where the diversity of backgrounds and experiences is celebrated.

Central to this commitment is our principle of equal pay. We believe in fair and just treatment for all employees, ensuring that pay is determined by capability and merit rather than gender.

The Policy

Surestart Homes is dedicated to ensuring that all employees, regardless of gender, receive equal pay and benefits for performing the same role, roles rated as equivalent, or roles of equal value.

We are committed to eradicating any gender-based pay disparities. Our procedures for determining pay and other employment terms are designed to be transparent and objective, avoiding any unlawful discrimination.

For the purposes of this policy, 'pay' includes not only salaries and wages but also other terms of employment, such as bonuses, opportunities for promotion, and training programmes provided by Surestart Homes.

The principle of equal pay applies when the work being done is substantially similar, or of equal value, unless there are clear, non-gender-related reasons for any pay differences. These reasons may include variations in job responsibilities, seniority, qualifications, or experience.

This policy is in line with Surestart Homes' broader commitments to equality and diversity.

Legal Framework for Equal Pay

The principle of equal pay at Surestart Homes applies to all workers, including those who are full-time, part-time, casual, or temporary.

The Equality Act 2010 outlines the rights of employees and the obligations of employers with regard to equal pay, alongside other aspects of equality such as sex and race discrimination. Legal precedents set at the European level have significantly influenced equal pay practices, and we continue to adhere to these guidelines.

This legal framework allows employees to compare their contractual entitlements with those of a 'named comparator.'

Employees can make claims based on:

  • Similar work

  • Work rated as equivalent

  • Work of equal value


These comparisons encompass all contractual terms and conditions. Men and women must be in comparable situations for these comparisons to be valid.

Surestart Homes' Commitments

We commit to:

  • Fostering an environment where individual differences and contributions are acknowledged and appreciated.

  • Ensuring that every employee, worker, or self-employed contractor enjoys a working environment that promotes dignity and respect.

  • Providing training and development to all supervisors and managers involved in pay decisions and practices.

  • Offering clear information to employees about how their pay is determined and the practices that govern it.

  • Making sure that progression opportunities are accessible to all staff.

  • Recognising that equal pay is not only fair but also a sound business practice.

  • Regularly reviewing our employment practices and procedures to maintain fairness.

  • Discussing and agreeing upon the Equal Pay Policy with Directors, Line Managers, and Employees as necessary.

  • Conducting annual equal pay audits and addressing any issues that arise.


Grievance Procedure

If an employee has concerns about their pay or any aspect of this policy, they are encouraged to raise these concerns informally initially. Should they need to, they can escalate their concerns through Surestart Homes' formal grievance procedure, ensuring that their issues are fully investigated.

Equal pay grievances are treated with urgency, and Surestart Homes will address any reviews or investigations without unnecessary delay.

Feedback or general comments on this policy can be directed to your line manager, or if more appropriate, to the HR Department. Surestart Homes will take appropriate action based on the feedback received.


Responsibilities

The ultimate responsibility for this policy lies with the Directors of Surestart Homes. The HR Manager is responsible for implementing and monitoring the policy.

Monitoring reports will be presented to the Directors, and the policy’s effectiveness, alongside its impact on other relevant policies and practices, will be reviewed at least annually. The HR Manager will oversee this review process.

Complaints raised under this policy will be anonymised and included in monitoring statistics. These reports will not contain personal data and will be used solely for monitoring purposes.

All employees involved in recruitment, selection, promotions, or pay reviews have a responsibility to ensure that the principles of equal pay are lawfully and fairly upheld.