From 6 April 2017 employers in the UK with more than 250 staff are legally required to publish the difference between the pay and bonuses awarded to male and female staff – this is called the gender pay gap. The gender pay gap gives a picture of the balance of pay, comparing men and women, within an organisation.
It measures the difference between the average earnings of all men and women, irrespective of their role, and shows the difference between the average (mean or median) earnings of both. This is part of a national focus by the government which aims to ensure male and female employees have equal career progression and earning potential.
At Partnership for Care we are committed to fostering an inclusive and equitable workplace. This Gender Pay Gap Report provides a detailed insight into our ongoing efforts to ensure market leading fair pay and practice. The commitment that we have to close the gender pay gap remains a critical issue in the Care industry.
The data used for this report is representative of contracted employees of Partnership of Care as at 5th April 2024 and provides a snapshot of our business at that date for the pay gap, with a period 12 months prior to that date being analysed for bonus gap purposes. In this document we set out our gender pay and bonus gap in more detail to highlight the number of male and female colleagues in each quartile of the national
Snapshot at
30.38% 69.62%
of colleagues of colleagues
were male were female
UK average (mean)
Gender pay gap
in 2024 is
7%*
Our average (mean)
Gender pay gap
in 2024 is
5.2%
Hourly rates of pay
By law we are required to publish data regarding our mean and median gender pay gap information annually, the data below is as at 5th April 2024.
MEAN
This is the average pay awarded to male and female employees and is calculated by adding up all salaries and dividing the figure by the number of employees.
Our mean
Gender Pay Gap is
5.2%
MEDIAN
This is the middle value of our pay and is calculated by ordering salaries of male and female employees from highest to lowest and identifying the middle number.
Our median
Gender Pay Gap is
4.1%
Pay Bands
The charts below display the average (mean) pay gap between men and women’s contracted hourly rates for each quartile. The consistency in the distribution of data in the graphs below indicates that men and women are being treated equally across the salary bands.
Partnership in Care remains committed to fair and equitable remuneration and rewards for all its staff, regardless of gender, and will continue to uphold this commitment in the future.
We have divided the parts into lower, lower middle, upper middle and upper.
LOWER
Male: 28.6%
Female: 71.4%
LOWER MIDDLE
Male: 31%
Female: 69%
UPPER MIDDLE
Male: 31.4%
Female: 68.6%
UPPER
Male: 36%
Female: 64%
Bonuses
Partnership of Care Limited did not pay any Bonuses in this reporting period.
More about Partnership of Care Limited and our Gender Pay Gap
Partnerships of Care’s overall workforce continues to consist of significantly more females than males. This profile reflects industry trends for care delivery and administrative staff, with the health and social sector being predominantly female.
Our gender pay gap results should be considered in this context, as the predominance of females to males has an influence on the overall gender pay gap figures.
Our approach to valuing equality and diversity is underpinned across all our operations. We believe everyone deserves equal opportunities regardless of background, gender or circumstances. As a responsible employer we aim to treat everyone fairly, working with them to provide opportunities to help them achieve their potential.
We are committed to monitoring and reviewing the pay differences and employment progression opportunities for both male and female employees at Partnership of Care Limited.
Partnership of Care Limited