Introduction
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires organisations employing more than 250 people to undertake Gender Pay Reporting and publish the results in both the Company’s and Government website within one calendar year of April 5th 2022.
Pacific Care Limited’s report covers the snapshot date of 5th April 2022 and comprises of calculations that show the difference between the average earnings of men and women in our organisation, on that date.
Workforce by Gender
Pacific Care is a diverse organisation with a predominately female workforce. As at the 5th April the workforce comprised of 25 males and 165 females (12.8% male and 87.2% female).
Mean Gender Pay Gap:
As at 5th April 2022 average (mean) hourly pay rate for males was £11.41 and average (mean) hourly pay for females was £11.06.
This means that the mean gender pay gap as at 5th April 2022 was 3% ie mean pay for males was 3% more than mean pay for females.
Median Gender Pay Gap:
As at 5th April 2022 median hourly pay for males was £10.30
Median hourly pay for females was £10.30
This gives a median gender pay gap of 0% on the reporting date of 5th April 2022 ie median pay for males was 0% more than median pay for females.
Bonus Pay Gap
During the reporting period preceding April 2022 the proportion of males in the workforce receiving bonus was 0% and the proportion of females in the workforce receiving bonus was 0%.
Pay Across Quartiles
The pay split is as follows:
|
Quartile |
Male % |
Female % |
|
Upper Quartile
|
12.8 |
87.2 |
|
Upper Middle Quartile
|
12.8 |
87.2 |
|
Lower Middle Quartile
|
12.8 |
87.2 |
|
Lower Quartile
|
14.3 |
85.7 |
Conclusions and Actions
Pacific Care Limited are committed to ensure that we continue to promote the progression of women and continue to reduce the gender pay gap.
Declaration : I, Angela Byers, HR Manager, confirm that this information is accurate.
