Gender pay gap
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation which are shown below; it will not involve publishing individual employees date.
We are required to publish the results on our own website and a government website. We will do this each calendar year in relation to the snapshot date of April of the previous year.
We can use these results to assess:
The levels of gender equality in our workplace
The balance of male and female employees at different levels
How effectively talent is being maximised and rewarded.
The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Understanding the Gender Pay Gap
Hesley Group’s workforce has more female employees (69.2%) than male employees (30.8%) which is representative of the care sector and may impact upon any results for gender pay.
Our median pay gap is 2.89% in favour of female employees. This is reflective of the mix in our staff and is significantly lower than the ONS national median pay gap which was 18.4% in favour of male employees for 2017.
Our mean pay gap of 6.2% is in favour of male employees. This is again significantly lower than the ONS mean pay gap of 17.4% for 2017.
The proportion of men and women receiving bonuses was low in this year but more typical of a normal year. Last year included a one-off bonus to the majority of staff. The number of male and female staff receiving a bonus in the year is roughly equal. However, due to the majority of the most senior positions being held by males in the business the mean bonus gap was significantly in favour of men.
Across the pay quartiles the spread of males and females is fairly even indicating there are no real differences across the pay bands.
Hesley Group is committed to treating all employees fairly regardless of gender and to ensure equality has a range of policies in procedures to facilitate this with a transparent pay structure in place.
I confirm the data reported is accurate.
29 March 2019