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; it will not involve publishing individual employee’s data. Please see the results below:
We are required to publish the results on our own website and a government website within one calendar year of April 5th 2018.
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 Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting their usual consultant.
- mean gender pay gap = – 4.00%
- median gender pay gap = –11.11%
- proportion of males and females receiving a bonus payment = zero
- mean bonus gender pay gap = n/a
- median bonus gender pay gap = n/a
- proportion of males / females in each pay quartile:-
- Upper – Male 18.2% / Female 81.8%
- Upper middle – Male 34.4% / Female 65.6%
- Lower middle – Male 45.5% / Female 54.5%
- Lower – Male 31.2% / Female 68.8%
The figures above are calculated on the snapshot date of April 5th 2018.
On that date the company had 64 females and 27 males working.
The data shows a mean gender pay gap of 4% in favour of females
The data shows a median gender pay gap of 11.11% in favour of females.
This report was completed by the Finance Director of Hanover Care and has been carried out using all data available from the company’s payroll systems. If you have any questions regarding the data or information about Gender Pay Gap reporting, please email email@example.com