Hales Group Limited employs more than 250 people and consequently, we are publishing this annual gender pay gap report in line with our obligations to show the difference between average female earnings and average male earnings.
This report outlines the position within our organisation for the snapshot date of 5 April 2019.
As in previous years, we have reported our calculations in separate staff groupings due to the uniquely different employment sectors under our umbrella, in which roles and levels of pay are not directly comparable. We have, however, also indicated the gender pay gap within our overall organisation.
Hales Group’s total workforce remains predominantly female (71.5%). This is not unusual within the health and social care sector nor is it unique to our organisation. Our gender pay gap results should be considered in the context of this distribution as the predominance of females to males influences our overall gender pay gap figures.
Key findings – Office-based / salaried staff
We have reduced our mean pay gap in this staff grouping for a third consecutive year to 1.4% (from 4.2%).
The median gender pay gap has increased slightly to 8.9% (from 5.9%).
We are pleased that our gender pay gap is below the UK average according to the Office for National Statistics.
Women make up 87% of our office-based/salaried workforce and 81% of the top 10% highest earners in this grouping. Because there are significantly more women in higher-paying roles than men in our organisation, which contradicts the ‘norm’, the gender pay gap as measured by mean earnings is significantly lower than for median earnings.
Again there are a slightly lower representation of female employees in the lower and lower middle quartiles and the representation of women in the upper and upper middle quartiles is still proportionate to their representation in the workforce as a whole.
Bonus pay gaps
Bonus payments are only applicable to office-based/salaried staff. The proportion of males versus females receiving bonuses (23.8% versus 21.6%) is marginal and shows that the likelihood of receiving any amount of bonus payment is not influenced by gender.
The significant negative mean bonus pay gap is indicative of the distribution of senior roles in Hales Group, where 81% of the directors/senior managers are female and has to be considered in the context of the overall predominance of females within our workforce. However, the median bonus gender pay gap of 12.2% represents a truer picture of the bonus earnings of the ‘typical’ males and females within the business.
Key findings – Home Care Workers
There remains a near-zero percentage figure for the mean pay gap in this group of employees with the distribution of males and females being fairly even across all quartiles. This is because pay rates in the sector are principally dictated by local authority contracts and funding for community care as well as prevailing National Minimum Wage legislation.
Key findings – Employees undertaking temporary assignments
This grouping of employees remains more evenly balanced than other groupings (60% male to 40% female). This is similar to last year’s distribution, however, we are pleased to report a reduction in the mean gender pay gap to –1.4% (from 1.9%) and a 0.7% median pay gap. The distribution of male and female workers across all quartiles is the most evenly balanced of the staff groupings, which is reflective of the diverse range of industry sectors and professions for which we recruit.
The overall mean gender pay gap is 1.7% and the overall median gender pay gap is 0.6%. Both figures have reduced for the third consecutive year (last year’s pay gaps were 2.4% and 1.87% respectively) and remain significantly lower than the UK average.
We believe that our staff are our greatest asset and are delighted that the results of our gender pay gap analysis are positive once again. Despite reducing our pay gap year-on-year, we will continue to keep equality, diversity and inclusion at the forefront of our minds.
I confirm that Hales Group Limited is committed to the principle of gender pay equality and has prepared its gender pay gap results in line with mandatory requirements.
I confirm that the information in this statement is accurate.