Abigroup Pay Gap and Equality Report
While we are not required to submit Gender Pay Gap reporting we have chosen to do so voluntarily. 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 2018. Our teams fluctuate over time and at the snapshot point we had 13 managers 3 were male and the rest female. 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 was high at 66.7%.
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 201 employees 85.6% work in the community. We have a very strong and committed predominately 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, a high proportion 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 12.2% Mean GPG, if we exclude the senior management team which is made up of 4 females and 2 males this would change the Mean average to 1.8% GPG in favour of our female staff 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 mean Bonus pay is 17.9% 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.
On reviewing the upper, middle and lower salary quartiles: we have 6 staff in directorial 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.
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.
2nd Apr 19