Gender Pay Gap Information | Signature Care Homes

Gender Pay Gap Information

Gender Pay Gap Information

Introduction and background information

INTRODUCTION

This report has been created for Signature Senior Lifestyle to provide them with information regarding their gender pay gap. The information contained within this report will enable Signature Senior Lifestyle to comply with the legislative requirement to publish their gender pay gap.

WHAT IS THE GENDER PAY GAP

Following the implementation of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, any employer with more than 250 employees is legally obliged to publish their gender pay gap on their website and report their gap to the government. The specific calculations are as follows:

a) Mean and median gender pay gap in hourly pay

b) Mean and median bonus gender pay gap

c) Proportion of males and females receiving a bonus payment

d) Proportion of males and females in each quartile

This is the second cycle for many employers, with over 10,000 employers publishing their results before the first deadline of 4 April 2018. The overall results indicated the average mean gender pay gap is 14.3%.

More detailed information regarding the specific calculations can be found in the appendix or by referring to the following piece of legislation:

b) The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Making sense of your gender pay gap figures

THE CHALLENGE

Employers with over 250 employees are required to publish their gender pay gap figures using a snapshot of their pay data as at 5 April (or 31 March for public sector organisations). Many employers are naturally concerned about:

a) The size of their pay gap

b) The PR impact of publishing potentially alarming figures

c) Understanding the change when comparing the previous year’s results

THE SOLUTION

To help employers, Paydata has developed additional reporting options to facilitate the analysis of your data in more detail.

Presented in a way that enables you to focus on the most prominent issues, our gender pay experts carry out analysis in order to understand what is driving the gender pay gap and also can potentially review the previous year’s data to understand exactly the movement in your gender pay figures.

Written in a comprehensive management report, we review your gender pay differences through a number of different variables including:

a) Location

b) Directorate/division/business unit/department

c) Age

d) Length of Service

b) Job title/job family

Our suite of gender pay reports is designed to help you:

  1. Understand where in the organisation the gender pay reporting figures differ.
  2. Identify where the organisation needs to focus its efforts to investigate and resolve issues.
  3. Clarify what additional information would be useful to publish alongside the mandatory figures.
  4. Decide what to include in your commentary.
  5. Consider whether a more detailed equal pay audit is required.

Please contact Paydata for more information on our additional reporting.

Results

SSL Ops

Report prepared by Paydata Ltd on behalf of Signature Senior Lifestyle on 02/04/19 with a snapshot date of 5 April 2018.

GENDER PAY RESULTS

Appendix

DIFFERENCE IN MEAN HOURLY RATE OF PAY

The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees must be expressed as a percentage of the mean hourly rate of pay of male full-pay relevant employees and is to be determined as follows:

(A-B) / A x lOO

Where-

A is the mean hourly rate of pay of all male full-pay relevant employees; and Bis the mean hourly rate of pay of all female full-pay relevant employees.

DIFFERENCE IN MEDIAN HOURLY RATE OF PAY

The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees must be expressed as a percentage of the median hourly rate of pay of male full-pay relevant employees and is to be determined as follows:

(A-B) / A xlOO

Where-

A is the median hourly rate of pay of all male full-pay relevant employees; and Bis the median hourly rate of pay of all female full-pay relevant employees.

DIFFERENCE IN MEAN BONUS PAY

The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees must be expressed as a percentage of the mean bonus pay paid to male relevant employees and is to be determined as follows:

(A-B) / A x 100

Where-

A is the mean bonus pay paid during the relevant period to male relevant employees who were paid bonus pay during that period; and

Bis the mean bonus pay paid during the relevant period to female relevant employees who were paid bonus pay during that period.

DIFFERENCE IN MEDIAN BONUS PAY

The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees must be expressed as a percentage of the median bonus pay paid to male relevant employees and is determined to be as follows:

(A-B) / A x 100

Where-

A is the median bonus pay paid during the relevant period to male relevant employees who were paid bonus pay during that period; and

Bis the median bonus pay paid during the relevant period to female relevant employees who were paid bonus pay during that period.

PROPORTION OF MALE AND FEMALE EMPLOYEES WHO RECEIVE BONUS PAY

The proportion of male relevant employees who were paid bonus pay must be expressed as a percentage of male relevant employees and is to be determined as follows:

BA x 100

Where-

A is the number of male relevant employees who were paid bonus pay during the relevant period; and

Bis the number of male relevant employees.

 

The proportion of female relevant employees who were paid bonus pay must be expressed as a percentage of female relevant employees and is to be determined as follows-

BA x 100

A is the number of female relevant employees who were paid bonus pay during the relevant period; and

Bis the number of female relevant employees.

 

PROPORTION OF MALE AND FEMALE EMPLOYEES ACCORDING TO QUARTILE PAY BANDS

The proportion of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.

The proportion of male full-pay relevant employees within each quartile pay band must be expressed as a percentage of the full-pay relevant employees within that band as follows:

BA x 100

Where-

A is the number of male full-pay relevant employees in a quartile pay band; and Bis the number of full-pay relevant employees in that quartile pay band.

 

The proportion of female full-pay relevant employees within each quartile pay band must be expressed as a percentage of the full-pay relevant employees within that band as follows:

BA x 100

Where-

A is the number of female full-pay relevant employees in a quartile pay band; and Bis the number of full-pay relevant employees in that quartile pay band.

 

Although great care has been taken in the compilation and preparation of this document to ensure accuracy, the publishers cannot in any circumstances accept responsibility for any errors or omissions.

Copyright 2019 Pay Data Limited. World rights reserved. No part of this publication may be stored in a retrieval system, transmitted or reproduced in any way, including but not limited to photocopy, photography, magnetic or other record, without the prior agreement and written permission of the publisher.

Thank you for reading this document. If you have any questions please do not hesitate to contact us by phone on +44(0)1733 391 377 or by email at info@paydata.co.uk.

Visit our website to find out more about Paydata and view regular HR news updates:

www.paydata.co.uk.

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