Analysis of Tunstall’s gender pay gap
Year on year comparison hourly rates
The mean hourly rate for both males and females has increased with the male rate increasing at a higher rate resulting in a higher percentage gap for 2018 (40.00%) compared to 2017 (31.42%). This increase has been mainly driven as a result of the mix of new joiners to the business with a larger number of males joining in technical roles/mid management roles and higher numbers of females joining in contact centre and manufacturing roles.
The median hourly rate has increased for males and decreased slightly for females, again resulting in a higher percentage gap for 2018 (40.84%) compared to 2017 (31.67%).
79.15% of colleagues in the top pay bracket at Tunstall Healthcare UK are men while 78.44% of colleagues in the lowest pay bracket are female.
We have undertaken a thorough review of our pay by job band and are confident this gap is as a result of the workforce distribution rather than any equal pay issues, regardless we are committed to taking robust action to reduce the gap in future years.
Year on year comparison bonus payments
The mean bonus pay figure is significantly higher for both males and females in 2018. However, the male bonus payment difference is higher for male, resulting in a higher percentage gap for 2018 (51.41%) compared to 2017 (17.56%). This difference has been driven by a small number of bonuses paid relating to the completion of a previous project.
The median bonus pay is very similar for both male and female however, the male rate has increased at a higher rate resulting in a higher percentage gap for 2018 (32.26%) compared to 2017 (21.10%).
The Quartile banding breakdown is very similar between 2017 and 2018. The lower quartiles have a higher percentage of female workers while the upper quartiles have a higher percentage of male workers This is representative of a significant number of call centre and manufacturing roles within the lower quartiles being occupied by female workers.