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.
The gender pay gap in an organisation is the difference in average pay levels between male and female employees, irrespective of the position held or type of contract of employment, and therefore includes workers on bank (flexible) contracts. This is 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. Our workforce is predominantly female, with women making up 86.5% of our staff. Five of the six members of our executive team are female (as at April 2019).
Gender pay gap reporting shows the difference in average pay between all men and women in a workforce without recognising different roles or types of contract. We are pleased to report that our mean gender pay gap is close to zero.
The data below relates to hourly pay on the snapshot date of April 5, 2018:
|Median Pay Gap
||Mean Pay Gap
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 2.2% more than the person in the middle of the male line.
The mean pay gap is the difference between the average of men’s and women’s hourly pay across the workforce.
Latest figures from the Office for National Statistics (October 2018), show a mean UK gender pay gap across all employees of 17.9%, with men paid more than women on average.
In line with standard incentive schemes in the charity retail sector, a small number of our staff are entitled to modest bonus payments when net profit targets are exceeded. In the 12 months to the snapshot date, 1.7% of male employees and 4.9% of female employees received a bonus payment. The mean bonus gender pay gap was 28.5% and the median bonus gender pay gap was 27.7%. These average figures are skewed by the fact that very small numbers of staff, and in particular male employees, received a bonus payment.
The pay quartile analysis below shows the proportion of female and male employees in each earnings bracket, from lowest to highest paid:
||No. of female
||No. of male
|Lower middle quartile
|Upper middle quartile
I confirm that the information published above is accurate.
Lisa Price, Director of People and Organisational Development
View our 2018 Gender Pay Gap report here.