Abigroup Pay Gap and Equality Report
We are committed to ensuring equality across the board for all our colleagues at Abicare. Corporate Social Responsibility is high on our agenda and the Gender Pay Gap report has been key to ensuring we achieve our goals. This review has been a good opportunity to evaluate our business and identify where we stand when looking at gender pay.
Whilst the results have been very positive, here at Abicare we are committed to continual evaluation and improvement. We confirm the data submitted is an accurate account of the snapshot taken on the 5th April 2017. Our teams fluctuate over time and during this period of 24 managers 5 were male and the rest female. This has since changed, and all replacements have been female, thus closing the gender pay gap. This gives us comfort that there is no bar to either female or male staff at all levels. Female representation in the senior management roles is high at 81.4%.
We ensure all our recruitment complies with both equality and diversity legislation. We have three client facing services Homecare, LiveIn and Cleaning and of our 324 employees 87% work in the community. We have a very strong and committed female workforce, most of whom are client facing.
We are keen to be a market leader in the care sector and offer career progression at all levels and we are also keen to develop a diverse and inclusive culture. Of our senior and middle managers, all have progressed through the company starting as carers or similar. We see Personal Development Plans as an important part of a members’ journey with us and are committed to ensure equal representation across the board.
In our findings the representation of males was significantly lower than that of females and this has had an impact on the Gender Pay Gap. The males have higher representation in IT and Finance over all other departments and these roles generally fall in the highest paid quartile
Rates are affected by Geography, length of service and which Gender is attracted to the roles within the company. We find as a care company we get a significantly higher number of female applicants than male.
Whilst the women’s hourly rate showed a 10.3% Mean GPG, if we exclude the senior management team which is made up of 4 females and 2 males this would reduce the Mean average to 1.5% GPG which we consider excellent. Here we see evidence of the low number of males significantly affecting the mean average. We are satisfied that this is in line with our industry and as our career opportunities are open to all to apply we continually strive for no GPG.
Our median GPG of 3.8% is significantly lower than the national average of 18.4%. This is largely due to more males working in our office, non-client facing teams. The departments they work in generally have the job roles in the Top Quartile. Whilst this is the case 81.4% of women are in the top quartile and their salaries for the equal roles are the same on all counts.
Our mean Bonus pay is 600% higher for women. This is because the majority all roles that attract a bonus are currently filled by females. We have a bonus scheme open to all staff for recruitment and the payment is affected by commitment to the scheme. We only have 1 male who at the time of the review was eligible for a bonus.
On reviewing the upper, middle and lower salary quartiles: we have 6 staff in directoral or equivalent roles, of which 2 are male and 4 are female. The two highest paid employees are the MD and FD, one female and one male. They are both on the same salary. Of the other 4 staff, salaries are the same regardless of gender for the roles they do.
The same applies to the middle and lower salary quartiles with all staff, regardless of gender receiving the same pay for equal roles- this means all carers receive the same pay rate regardless of their gender, we have geographical and length of service differences, and find the care roles are less attractive to male applicants.
In summary we are well below the National averages. We are satisfied that as an equal opportunities employer all roles are available at equal pay rates regardless of gender. We recognise we may need to be less gender specific in our recruitment marketing, thus trying to attract more males into the client facing services. We will continue to offer flexible working practices across the board and ensure all teams are aware of the importance of gender equality.
We confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap information) Regulations 2017.