Gender Pay Gap
Gender Pay Gap Calculations Supporting Statement
Tunstall Healthcare UK Limited is an employer subject to the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and must prepare a written statement to be published on the Company’s website and the Government’s hosted website on or before 1 April 2018. This statement covers the period 5 April 2016 to 5 April 2017.
|Mean Pay Gap||31.42%|
|Median Pay Gap||31.67%|
|Mean Bonus Gap||17.56%|
|Median Bonus Gap||21.10%|
|Proportion of employees receiving bonus payment||46.00% Male||35.00% Female|
|Proportion of employees in lower quartile||18.89% Male||81.11% Female|
|Proportion of employees in lower middle quartile||42.38% Male||57.62% Female|
|Proportion of employees in upper middle quartile||70.25% Male||29.75% Female|
|Proportion of employees in upper quartile||76.22% Male||23.78% Female|
The pay gap of 31% can be largely attributed to the gender balance in our workforce. In the lower quartile, we have a significant number of contact centre and manufacturing roles and we see a high proportion of women (81%) occupying such roles. Whereas in the more highly paid roles in the upper middle and upper quartiles, there is a higher proportion of men.
The bonus gap reflects a more even distribution of payments compared to the pay.
However, it is important to note that Tunstall is an equal pay employer and although the workforce gender balance varies, we are confident that men and women are paid equally for the same role throughout the organisation.
To reduce the Gender Pay Gap at Tunstall Healthcare UK Limited, the Company plans to:
- Introduce a formal job banding approach and evaluate job roles/pay against this framework
- Communicate with employees regarding the Gender Pay Gap
- Review relevant policies and procedures
- Conduct a review of recruitment practices, career development opportunities and flexible working options
- Review how female employees progress at work
- Continue to pro-actively benchmark and compare salaries
- Conduct awareness training for managers
The plan will be implemented, monitored and progress evaluated on a 6 monthly basis and it is anticipated that changes will be implemented in a phased manner over the next two to three years.
Tunstall Healthcare (UK) Ltd
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