Gender pay gap report 2021

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 data.

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 5 April of the previous year. This report therefore refers to the snapshot date of 5 April 2021.

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.

gender pay gap report image

Understanding the Gender Pay Gap

Hesley Group’s workforce has more female employees (69.3%) than male employees (30.7%) which is representative of the care sector and may impact upon any results for gender pay. 

Our median pay gap is 0%. Our mean pay gap of 6.1% is in favour of male employees. This is reflective of the mix in our employees and is significantly lower than the ONS national pay gap among all employees which fell from 17.4% in 2019 to 15.5% in 2020.  

The proportion of men and women receiving bonuses was low in this year but typical of a normal year. The number of male employees receiving a bonus in the year was 2 less than female employees. However, due to the majority of the most senior positions being held by males this has a notable impact on the mean bonus gap.

Across the pay quartiles the spread of males and females is fairly even indicating there are no real differences across the pay bands except in the Upper Middle Quartile which is in favour of female employees.

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.

Anthony Robinson
Chief Financial Officer
21 March 2022