Street League has, since the launch of our #CallForClarity campaign, spoken about our transparent approach to social impact reporting. This has included our Three Golden Rules and online impact dashboard which we hope communicates our successes as well as when we don’t get things right. We also try to challenge ourselves to be transparent across all aspects of the organisations.

This has seen us launch #AskMatt sessions, which sees our CEO Matt answer questions posed anonymously by staff at our quarterly Street Parties (online Google hangout sessions for all staff). This has seen Matt tackle questions ranging from organisational strategy to challenges we’re likely to face in the future, how we can better support young people’s well-being, and who he thinks will win the World Cup this year. We do facilitate the questions using a free website tool – Padlet.

At our most recent Street Party one of the questions raised the point that as of April 2018, companies with more than 250 employees need to report their gender pay gap. The question was, ‘Will Street League make their gender pay gap information available?’.

Street League has been focused on increasing our female participation rate since 2014 and launched our female-focused Dance-Fit programme in 2015. We have seen the number of young women joining our programmes grow year on year, with 27% (676/2529) taking part in the past twelve months. We are very proud of this, considering we had just 3% female participation across all programmes in 2014. This #AskMatt question was a great opportunity for us to look at how we fared with gender equality as an employer.

The mean gender pay gap for Street League was -5%, meaning average female pay was 5% greater than the average male pay. When considering our median gender pay gap there is no difference (0%). The split of our quartiles is:

Upper quartile: 53% men, 47% women

Upper middle quartile: 50% men, 50% women

Lower middle quartile: 70% men, 30% women

Lower quartile: 70% men, 30% women

We were pleased to see that there was so little difference between the genders at Street League. But, does this tell the whole story? No. We value equality and diversity across all aspects of the organisation. We would love to see more female Youth and Community Coaches at Street League (check to see if we have any current vacancies). We also want Street League to be a diverse and inclusive employer across a broad mix of characteristics, experiences and views. To help us achieve this, a group of staff have launched a Diversity and Inclusion Working Group who are considering a whole range of policies, their implementation, organisational culture and learning. We’re looking forward to seeing this make Street League an even better place to work and, importantly, make a positive difference to the services and support we provide young people.

If you’re not sure as to what the gender pay gap is all about or what the reporting requirements are, there’s a very helpful article from the Guardian here.