Gender Pay Gap

 

Employers with 250 or more employees must calculate figures comparing men and women’s average pay across the organisation. This is known as the gender pay gap and is calculated as the percentage difference between average hourly earnings for men and women. It is important to note that the gender pay gap is different to equal pay, which looks at salaries for jobs with the same or similar responsibilities.

Tunstall Healthcare UK is committed to being a Living Wage Employer. A high proportion of our manufacturing colleagues are covered by negotiated pay bargaining agreements under which all female colleagues are paid the same pay rate as their male colleagues.

This snapshot shows the gender pay gap figures from two of our largest colleague populations.

Results

The following results represent the pay data for all workers within Tunstall Healthcare UK from the pay period of April 2018 for the mean and median pay calculations. The bonus calculations are based on the full year May 2017 to April 2018.

 
Mean (Average)
Median (Mid-Point)
Hourly Pay 40.0% 40.8%

Bonus

51.4%

32.3%

One third of the Tunstall Healthcare UK board is female, representing strong progress in the representation of females at board level.
 
Female
Male
Proportion receiving a bonus payment* 32.6% 40.5%
Proportion of employees in lower quartile 78.44% 21.56%
Proportion of employees in lower middle quartile 62.87% 37.13%
Proportion of employees in upper middle quartile 26.95% 73.05%
Proportion of employees in upper middle quartile 20.83% 79.17%

 

 

 

 

 

 

 

 

 

 

 

*versus males/females not receiving a bonus – not against overall workers figures

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.


Our commitments and actions
Progress from 2018
  • We undertook a robust internal approach to communication of the 2017 gender pay figures to all our employees
  • We have reviewed and updated all our relevant policies and procedures to ensure they support the reduction of our gender pay gap
  • We have commenced a full review of all our recruitment practices. All third-party suppliers are required to provide gender balanced shortlists for all roles
  • We have launched our own Breakthrough working group to support a reduction in our gender pay gap
 Actions for 2019
  • We will communicate the 2018 gender pay gap figures to all colleagues by the end of April
  • Over the next 12 months we will introduce formal job banding and we are in the process of evaluating all our job roles with a view to paying against this framework
  • We will review our approach to career development and progression to ensure there are no barriers to the progression of female across the workforce
  • We will also continue to progress the actions and commitments from 2017
  • CSR activities will also be introduced to focus on female well-being at work
  • We will also be working with local universities and colleges to attract more female applicants into our key technical roles to address the gender pay gap

For further information please contact Katie Collins, UK HR Director.