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 employees 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 2017.
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.
Results
- mean gender pay gap = 5.29%
- median gender pay gap = -3.45%
- 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% / Female 82%
- Upper middle – Male 29% / Female 71%
- Lower middle – Male 39% / Female 61%
- Lower – Male 32% / Female 68%
The figures above are calculated on the snapshot date of April 5th 2017.
On that date the company had 75 females and 32 males working.
The data shows that the mean gender pay gap for the company is 5.29% in favour of males, whereas the median gender pay gap is 3.45% in favour of females.
The most significant factor in there being any difference in mean pay is because the company has three directors, two of whom are male. In fact, if there were to be only two directors, one male and one female, the mean gender pay gap would actually be just 5p in favour of females.
In reality, it is unlikely that the number of directors will change, so we will look to find other ways to reduce the mean pay gap. One way to do this is to try and recruit more females in to senior positions in the company; something we have already started with the appointment of a female branch manager in our Worthing office.
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 accounting@hanovercare.co.uk
