2023 Gender Pay Gap ReportTotal employeesmale: 54female: 380total: 434PayMeanmale: 17.46 female: 17.78 difference: -1.83%Median:male: 15.25 female: 14.70 difference: 3.63%Upper (75-100%)male: 13 female: 95male: 12% female: 88%Upper Middle (50-75%)male:19 female: 90male: 17% female: 83%Lower Middle (25-50%)male: 8 female: 100male: 7% female: 93%Lower (0-25%)male: 14 female: 95male: 13% female: 87%BonusMeanmale: 395.74 female: 1091.81 difference: -175.89%Medianmale: 395.74 female: 754.03 difference: -90.54%Number Receiving Bonusmale: 1 female: 31 difference: -3000.00%

Gender Pay Gap

This report is published as part of our statutory obligation to report on any gender pay gap.

Overview

The gender pay gap is a measure of the difference between the average earnings of men and women across the organisation.

Our workforce is predominately female, a profile which is reflective of the wider care sector. With men making up 47 members of our workforce to 377 women.

In April 2023 we introduced a new pay and grading structure to simplify our approach to pay and ensure equality of pay across the organisation for the same job regardless of gender. To improve the level of pay for lower paid roles we also became a Real Living Wage Employer.

Pay 2024

The data in this report is a ‘snapshot’ of our pay on one specific date 5 April 2024.

Mean

Male: £19.68

Female: £19.10

Difference: 2.93%

Median

Male: £16.42

Female: £15.71

Difference: 4.32%

Upper (75-100%)

Male: 8 (10%)

Female: 70 (90%)

Upper middle (50 – 75%)

Male: 11 (11%)

Female: 87 (89%)

Lower middle (25 - 50%)

Male: 13 (14%)

Female: 77 (86%)

Lower (0 – 25%)

Male: 15 (9%)

Female: 143 (91%)

Bonus

We operate a bonus pay system for eligible colleagues which is triggered by certain annual financial targets. Given the number of men compared to women employed within the work areas eligible for a bonus, small fluctuations in headcount can have a significant impact on the mean and median gender pay gap.