_____
Gender Pay Report 2021
Under UK legislation employers with more than 250 employees are required to publish their gender pay gap to show the difference between average men’s pay and average women’s pay.
Gender Pay Figures
The information below shows our mean and median pay gaps, the bonus pay gap, the proportion of men and women in each quartile pay band, and the proportions of our employees who received a bonus in the year to 5th April 2021.
Pay and Bonus Gap
|
|
|
|
Mean
|
Median
|
Gender Pay Gap
|
6.51%
|
1.46%
|
Bonus Gap
|
14.36%
|
-22.28
|
Proportion of employees receiving a bonus
|
|
Women
|
5.23%
|
Men
|
6.95%
|
Proportion of men and women in each Quartile Band
|
|
|
Lower Quartile
|
Lower Middle Quartile
|
Upper Middle Quartile
|
Upper Quartile
|
Women
|
78.83%
|
87.44%
|
83.63%
|
72.82%
|
Men
|
21.17%
|
12.56%
|
16.37%
|
27.18%
|
|
|
|
|
|
|
Understanding the Gender Pay Gap
Colten Care Ltd has 1261 female employees (80.67%) AND 302 male employees (19.34%). The proportion of women employed compared to men is broadly representative of the health and care sector as a whole. The company makes no distinction between the pay rates payable in each of its job groups between men and women.
Despite a disparity in numbers of male and female employees the median pay gap of 1.46% and the mean pay gap of 6.8% is significantly smaller than the ONS mean pay gap of 15.4%.
The proportion of women compared to men that work in positions where a bonus was payable is broadly the same. Women who are eligible for a bonus are predominately employed in care home management or clinical management positions. The median bonus pay gap of approximately 20% in favour of women is largely due to the specific bonus scheme for these jobs groups, which is payable twice-yearly. By contrast the mean bonus pay gap of 14% in favour of men is due to a higher proportion of men than women holding senior managerial positions, which is payable once yearly. The population group of men receiving a bonus is small – 18 people, whereas with women the population is 54.
There are plans to simplify our bonus arrangements for next year.
The proportion of women and men across the pay quartiles is reasonably even, except for the Lower Middle Quartile where the proportion of women increases to 87.44% (against the overall average of 80.67%). The proportion of men in the Lower and Upper Quartiles increases to 21.17% and 27.18% respectively, against an overall average of 19.34%.
At the census date there were a higher proportion of men in trades’ positions and in technical support functions, such as IT, Property and Facilities Management.
Colten Care Ltd has policies and initiatives in place which demonstrate a continuing commitment to equality.
I confirm the data reported is accurate.
Andrew Arkinstall
Director of Human Resources
March 2022
______
Gender Pay Report 2020
Under new legislation all UK employers with more than 250 employees are required to publish their gender pay gap to show the difference between average men’s pay and average women’s pay.
Gender Pay Figures
The information below shows our mean and median pay gaps, the bonus pay gap, the proportion of men and women in each quartile pay band, and the proportions of our employees who received a bonus in the year to 5th April 2020.
Pay and Bonus Gap
|
|
|
|
Mean
|
Median
|
Gender Pay Gap
|
6.46%
|
1.06%
|
Bonus Gap
|
-3.55%
|
25.77%
|
Proportion of employees receiving a bonus
|
|
Women
|
6.8%
|
Men
|
1.23%
|
Proportion of men and women in each Quartile Band
|
|
|
Lower Quartile
|
Lower Middle Quartile
|
Upper Middle Quartile
|
Upper Quartile
|
Women
|
79.66%
|
83.58%
|
81.57%
|
79.66%
|
Men
|
20.34%
|
16.42%
|
18.43%
|
20.34%
|
|
|
|
|
|
|
Understanding the Gender Pay Gap
Colten Care Ltd has 1323 female employees (81.12%) AND 308 male employees (18.88%). The proportion of women employed compared to men is broadly representative of the health and care sector as a whole. The company applies equal pay across each of its job groups. Despite a disparity in numbers of male and female employees the median pay gap of 1.06% and the mean pay gap of 6.46% is significantly lower than the ONS mean pay gap of 17.9%.
A larger proportion of women than men work in positions where a bonus was payable in April 2020. There are far fewer men (20) than women (111) that received a bonus at the census date. The reason for the bonus pay gap is statistical, being due to a small change in the number of men who received a bonus and the bonus payments made at the mean and median rates.
The proportion of women and men across the pay quartiles is reasonably even, except for the Lower Middle Quartile where the proportion of women increases to 83.58% (against the overall average of 81.12%), and in the Lower and Upper Quartiles where the proportion of men increases to 20.34% (against the overall average of 18.88%). At the census date there was a higher proportion of men in trades’ positions and in technical support functions, such as IT, Property and Facilities Management.
Colten Care Ltd has policies and initiatives in place which demonstrate a continuing commitment to equality.
I confirm the data reported is accurate.
Andrew Arkinstall
Director of Human Resources
September 2021