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UK Gender pay gap report 2017

UK Gender pay gap report 2017: Dean Healthcare

What is the gender pay gap?

The gender pay gap is the measure between the average earnings of men and women across an organisation. The gender gap is not the same as equal pay. Equal pay relates to men and women being paid equally. This is a legal requirement in the UK and it is important that Dean Healthcare abides by it.

Legislative requirements

All UK companies with 250 or more employees on the 5th April 2017 are required to publish
specific gender pay information

  • Mean and median gender pay gap
  • Mean and median gender bonus gap
  • Proportion of males and females receiving bonus
  • Proportion of male and females by quartile pay band
  • Figures for each legal entity with at 250 employees on the snapshot date must be recorded, calculated and reported separately
  • The mean and median gender gap is based on hourly rates of pay as at 5th April 2017
  • The mean and median gender bonus gap considers bonus pay received in the 12 months leading up to 5th April 2017
  • Pay quartiles look at the proportion of men and women in four pay bands when we divide our workforce into four equal parts

About us

Dean Heathcare’s objective is to ensure the skills and talents of our team is utilised, and no existing or new team member receives less favourable treatment on the grounds of gender, marital status, social class, colour, race, ethnic origin, creed, age, sexual orientation or disability

With this in mind we welcome the introduction of mandatory gender pay gap reporting. It will allow us to evaluate our teams and the work we are doing to address our gap.

It has been suggested that the gap in the UK may not close until 2040 - Dean Healthcare is committed to ensuring it won’t take that long in our organisation.

Company Payroll - Summary for Gender Reporting  2017

Calculations based on 195 Females & 68 Males, totalling 263 employees
(Temps 235 (Female/Male), Internal 28 (F/M))

Mean Gender Pay Gap
Result: female employees have 2% higher pay than male employees

Median Gender Pay Gap
Result: female employees have 2% lower pay than male employees

Mean Gender Bonus Gap
Result: female employees have 55%  lower bonuses than male employees

Median Bonus Gender Pay Gap
Result: female employees have 77% lower bonuses than male employees

Proportion of Males receiving a bonus payment 
Result: proportion of males receiving bonus in 12 month period 36%

Proportion of Females receiving a bonus payment 
Result: proportion of females receiving bonus in 12 month period 30%

Proportion of Males & Females in each Quartile Band
Lower Quartile: Female = 79%, Male = 21%

Lower Middle Quartile: Female = 74%, Male = 26%

Upper Middle Quartile: Female = 77%, Male = 23%

Upper Quartile: Female  = 66%, Male = 34%

Our commitment to closing the gap

As the MD of organisation, it is down to me to focus on galvanising the changes within our organisation, I will be concentrating on three main areas.

  • Recruitment - It is important we have a pool of candidates from all backgrounds to apply for roles at all levels within Dean Healthcare. We will take in to account all perspectives in order to get the best person for the job. We will continue to monitor and evaluate our advertising and recruitment process.
  • Training, development and progression - We will ensure our people will have the training and further development opportunities which will allow them to succeed in their career with us, fulfilling their potential and help close the gender pay gap
  • Retention - We recognise the need for our staff to balance their work and home life commitments. Dean Healthcare actively supports all staff to have a positive 'work home life balance' The retention of our staff is paramount to our success.

Conclusion

Dean Healthcare will continue to strive in creating an inclusive organisation, allowing all team members to achieve their potential, recognising different perspectives will help us close the gender pay gap.
 

Janette Fry
Managing Director

 

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