As Hales Group Limited employs more than 250 people we are required by law to publish an annual gender pay gap report showing the difference in average female earnings compared to average male earnings over a standard time period, regardless of role seniority.
This is our report for the snapshot date of 5 April 2017.
We have broken down our calculations because we operate in a number of completely different employment sectors, and the jobs and levels of pay and bonuses are not obviously comparable. We have, however, also provided an indication of the gender pay gap within our overall organisation.
Hales Group’s total workforce consists of significantly more females (80%) than males (20%). This profile reflects industry trends for care delivery and administrative staff within the health and social care sector being predominantly female, as we employ the majority of our workers in this sector (76.8% of the total employees at the snapshot date are direct care workers and 82.7% of employees work within the Home Care and Residential Care sectors as a whole).
Our gender pay gap results should be considered in the context of this distribution as the predominance of females to males has an influence on our overall gender pay gap figures.
Key findings – Office based / salaried staff
We are very pleased that the data shows there is only a 6% mean gender pay gap in this staff grouping.
Women make up 88% of our office based/salaried workforce, 86.7% of our senior managers/directors and 95% of the top 10% highest earners in this grouping.
The median gender pay gap of 18.6% is consistent with the UK average (18.4%, according to the Office for National Statistics (ONS) for 2017), however 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.
Further analysis of the data shows no underlying reasons or concerns that proportionately there is a slightly higher representation of women in the lower and lower middle quartiles. The representation of women in the upper and upper middle quartiles is proportionate to their representation in the workforce as a whole.
We believe that the fact that we do not have a significant mean gap is attributable to the aforementioned industry trends and also our proactive commitment to diversity and inclusion. Some of the things we have done to ensure equality and diversity in the workplace are:
– A rigorous competency-based selection process to ensure that all appointments and internal promotions are made solely on the basis of merit demonstrated against objective and non-discriminatory criteria.
– Comprehensive performance management, learning and development and internal mentoring to develop confidence in seeking promotion and support all individuals to achieve their potential and career aspirations.
– Open-mindedness to flexible working options to enable female employees at all levels to return part-time on their return from maternity leave.
Bonus pay gaps
Bonus payments are only applicable to office-based/salaried staff. The proportion of males versus females receiving bonuses (26.1% versus 24.4%) is marginal and shows that male relevant employees are no more or less likely to receive any amount of bonus payment compared to female relevant employees.
The mean bonus gender pay gap of –40.4% is indicative of the distribution of senior roles in Hales Group where 86.7% of the directors/senior managers are female. However, the median bonus gender pay gap of –2.1% represents a truer experience of the bonus earnings of the typical man and the typical woman within the business. The slight negative mean bonus pay gap has to be considered in the context of the overall predominance of females within our workforce.
Key findings – Home Care workers
There is a near-zero percentage figure for the mean pay gap in this group of employees, as employees are concentrated in the same pay grade, which reveals no gap between the pay of typical male and female employees and completely equal pay overall. Pay rates in the sector are largely dictated by local authority contracts and funding for community care and also National Minimum Wage legislation.
Key findings – Employees undertaking temporary assignments
This grouping of employees is more evenly balanced (65% male to 35% female).
In this group of employees, the mean gender pay gap is 18.2% and median gender pay gap is 2%.
This reflects the diverse industry sectors in which we employ staff in temporary assignments. The job types in the upper quartile of this staff grouping – platers, welders and offshore riggers, etc. – are predominantly male. If you analyse the mean gender pay in the other three quartiles – which consist of lower-skilled operatives, catering and administrative roles, undertaken by a more balanced mix of male and females – it is only 2%, which is a similarly low level to the median gap in this grouping and to other groupings in the organisation.
The overall mean gender pay gap is 8.3% and the overall median gender pay gap is 7.6% – both significantly lower than the UK average.
Although the results of our gender pay gap analysis are extremely positive, we will not become complacent but will keep our own performance in this area under ongoing review and seek to continuously improve the experience of all of our staff in respect of equality, diversity and inclusion.
Hales Group will continue with our over-arching commitment to diversity by ensuring candidate attraction strategies that promote diversity and equality in the hope that the widest possible pool of candidates are encouraged to apply for available roles, with a focus on those in under-represented groups (males) for specific campaigns within the Care sectors.
Hales Group will deliver appropriate learning and development to ensure that a pipeline of suitably experienced and competent candidates is available for consideration for promotion into senior roles.
I confirm that Hales Group Limited is committed to the principle of gender pay equality and has prepared its 2017 gender pay gap results in line with mandatory requirements.
I confirm that the information in this statement is accurate.
Group HR Manager