Gender Pay Gap

As an employer of more than 250 staff, St Margaret’s Hospice undertakes Gender Pay Gap Reporting as required by the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Gender pay gap reporting shows the difference in average pay of relevant full pay employees on the snapshot date of 5 April.  It demonstrates the difference between all men and women in a workforce, without recognising different roles or types of contract.  This is however different from equal pay, where employers are required to ensure that men and women are paid the same for doing the same or similar roles.

St Margaret’s Hospice ensures that men and women working in the same or similar roles receive fair and equal pay. We support flexible working and offer a wide range of family friendly leave policies.

The data below relates to hourly pay on the snapshot date of April 5 2023:

The median pay gap is the difference between the midpoints in the ranges of men’s and women’s pay, so if all female employees lined up in order of their hourly pay, and all male employees did the same, the person in the middle of the female line would earn 6.7% more than the person in the middle of the male line.

The mean gender pay gap is the difference in the average hourly pay for women compared to men. This means that based on an hourly rate, we pay women 2% more than men.

The pay quartile analysis below shows the proportion of female and male employees in each earnings bracket, from lowest to highest paid:

Our gender pay gap results reflect the fact that, like many hospices and healthcare organisations, St Margaret’s employs a largely female workforce.

I confirm that the information published above is accurate.

Katie Dominy, Director of People, Development and Governance 

March 2024