GENDER PAY GAP 2018



Our focus to provide high standards of care and to give our service users the best possible experience depends on having colleagues who are well-trained, motivated, happy in their jobs and find their work rewarding.

Helping Hands Community Care is committed to equality in employment, recognition and reward. Our pay structure is gender neutral so that people doing equivalent jobs are paid at equivalent rates.

We encourage diversity in our workforce, which mirrors the communities we serve. We aim to provide all our colleagues with equal opportunities for personal and career development. We have recorded a gender pay gap, albeit one which is below the national average, which is mainly for reasons associated with the profile of our workforce. We have significantly more women than men in our workforce across all pay levels from front-line homecare support workers to senior management.

Gender split across our organisation

How we define and measure the gender pay gap

At Helping Hands, men and women doing the same or similar jobs, or who are working at the same level or value are paid equally. This is our long-standing policy and it is a legal requirement. The gender pay gap is distinct from this. It shows the difference in average pay between women and men, regardless of their role or the level at which they are working.

The government requires that UK employers with 250+ employees report their gender pay gap (GPG).

This report shows the mean and median GPG, which illustrate different aspects of pay distribution across the organisation. The median is the mid-point hourly pay rate. This is calculated by taking all hourly pay rates, ordering them from lowest to highest, and identifying the middle-most rate.

The mean is simply the average hourly pay rate. This is calculated by adding up all hourly pay rates and dividing the total by the number of employees. The median and mean figures are calculated and presented separately for men and women to show up any differences. The mean and median gender bonus gap (GBG) are calculated using the same methodology.

We’re also reporting our pay quartiles split by gender, ranking our employees from lowest to highest paid, then splitting into four equal bands. This report is based on data collated and analysed at the end of the relevant pay period within which the snapshot date of the 5th April 2018 falls.

This summary overview is derived from data relating to circa 550 colleagues of which the majority are working out in the communities delivering over 50,000 hours of care a month to around 1,000 service users.

The fact that among the smaller overall number of male employees a higher proportion of them are in higher paid roles, means that there is mean GPG of 16%.

The main reason for the significant median gender pay gap in favour of women is that there are significantly more women than men across the organisation at all levels. Almost all of our colleagues are full-time members of our permanent team with contracted hours and the usual sickness, holiday, pension and other entitlements.

There are some exceptions who find it suits their personal circumstances to have undefined hours contracts.

The organisation did not pay a bonus at any level and therefore the bonus pay gap is 0%


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