GENDER PAY GAP REPORT 2020
Inclusion AND diversity AT PROVIDE
‘MEN REPRESENT 11.4% OF OUR WORKFORCE WHICH IS LOWER THAN THE HEALTH AND SOCIAL CARE INDUSTRY AVERAGE, WE PLAN TO INCREASE THIS FIGURE TO 15% BY 2024’
‘TODAY OUR MEAN GENDER PAY GAP IN PROVIDE IS 15.8%, MARGINALLY HIGHER THAN THE UK AVERAGE OF 14.4%.’ (Office of National Statistics, 2020).
‘Improving our gender balance is key to narrowing our gender pay gap. It is a huge challenge in an industry where our Health and Social Care workforce and pipeline of talent is overwhelmingly female. We have introduced a range of measures to support our goals and are working extensively to attract and develop men into nursing, health and social care roles.’
Siobhan Morrison, Group Chief People Officer.
Becoming a truly inclusive and diverse company is not only the right thing to do, it is crucial to improving business performance. We offer an inclusive environment regardless of socio-economic background, ethnicity, religion, gender, sexual orientation, age or disability and seek to have a workforce reflecting the diversity of the communities we support. A diverse workforce provides a broader range of viewpoints and variety of knowledge which improves decisionmaking and problem-solving, which are critical to improving our customers’ experience.
PROVIDE’S COMMITMENT TO DIVERSITY, WHICH STARTS AT THE TOP, MAKES OUR BUSINESS STRONGER, SMARTER AND MORE SUSTAINABLE.
April 2020 workforce data
PROVIDE GENDER PAY GAP REPORT 2020 2
WHAT IS THE gender pay gap ?
The Gender Pay Gap is the difference in pay between men and women explained through various statistics. It is influenced by a range of factors, including the demographics of a company’s workforce.
THE GENDER PAY GAP IS DIFFERENT FROM EQUAL PAY
‘Equal Pay’ is about a man and a woman receiving equal pay for the same or similar job. Along with equal pay, Provide is committed to fostering a transparent and fair working environment, rewarding employees based on their performance.
MEAN PAY GAP
The mean gender pay gap is the difference in the average hourly pay for women compared to men, within a company.
LOWEST PAID
MEDIAN PAY GAP
EQUAL PAY
Men and women are paid the same for the same or similar job
HIGHEST PAID
NATIONAL AVERAGE
The national median gender pay gap is 15.4%*
The median represents the middle point of a population. If you lined up all the women in a company and all the men in order of hourly pay rate, the median pay gap is the difference between the hourly pay rate for the middle woman compared to that of the middle man.
of National Statistics 2020 PROVIDE GENDER PAY GAP REPORT 2020 3
*Office
THE MEDIAN PAY
RESULTS
Provide is made up of multiple companies, with the largest proportion of the workforce in nursing, health and social care. Looking at our total group workforce our gender pay gap analysis shows the following:
GENDER PAY GAP
Our pay gap is 15.8% (or £3.14) in favour of men and is largely due to the high representation of men in the upper pay quartile. Our mean pay gap is marginally higher than the 14.4% national average. We are looking to improve male representation in the other three pay quartiles, particularly into nursing, health and social care roles. Roles which influence our gender pay gap include Highly Specialist Speech and Language Therapists. If we were to remove Highly Specialist Speech and Language Therapists from our results our mean pay gap would increase from 15.8% to X% above the national mean gender pay gap of 14.4%.
GENDER BONUS PAY GAP
Across Provide proportionally 6% more men receive a bonus compared to women (see above right). A mean bonus gap of 24% in favour of women shows a variance of 24% (or £1,929.45) in favour of women. Although proportionally a smaller number of women receive a bonus compared to men, the results can be ascribed to the women who receive a bonus (which also includes Clinical Excellence Awards) are in the upper and upper middle pay quartiles and therefore their bonuses are usually larger. A negative number indicates that women on average earn more than men.
IN COMPARISON, THE NATIONAL MEDIAN PAY GAP SHOWS THAT WOMEN EARN
PROPORTION OF MEN AND WOMEN PAID A BONUS
POPULATION BY PAY QUARTILES
Quartiles represent the pay rates from the lowest to the highest for our Provide employees split into four equal sized groups, with the percentage of men and women in each quartile.
MOST COMMON ROLES
Upper: Highly Specialist Speech and Language Therapist
Upper Middle: Community Nurse
Lower Middle: Health Care Support Worker
Lower: Administrative Assistant
* Office for National Statistics 2020 This data represents our April 2020 results OUR REPORTING Our bonus figures include annual cash bonuses.
% 1.3% UPPER 13.9 86.1% UPPER MIDDLE 11.4% 88.6% LOWER MIDDLE 11% 89% LOWER 9.3% 90.7% The median bonus pay for men is 12.5% lower than that of women The mean pay for men is 15.8% higher than that of women The median pay for men is 6.2% higher than that of women The mean bonus pay for men is 24% lower than that of women 15.8% 6.2% -12.5% -24% PROVIDE GENDER PAY GAP REPORT 2020 4
15.4% LESS THAN MEN* IN
GAP FOR WOMEN IS 6.2% LESS THAN MEN* 7.3
OUR progress AND plans
Improving gender balance at all levels is a key priority for Provide.
Women now account for 33% of Senior Leadership Team positions in Provide, up from 25% in 2018 We recognise there is more work to improve the representation of men throughout our business, particularly in nursing, health and social care roles.
Equality is at the heart of our organisational culture. Having a gender balanced profession in nursing, health and social care is important as it needs to reflect the society we live in. We are committed to bringing about change across the business and have set a challenging target to achieve our ambition.
33.3%
Women represent 33.3% of Senior Leadership Team positions in our group businesses, up from 25% in 2018
57.9%
Women represent 57.9% of the Provide Leadership Team positions in our group businesses, down from 72.2% in 2018
RECRUITMENT OUR CULTURE PROGRESSION
We are recruiting more men, and from the diverse communities we support we aim to have fully inclusive talent pools.
We have set a target to increase the number of men in our Provide workforce to reach 15% by 2024.
In occupations such as nursing and healthcare support worker roles where traditionally there have been more women, we have introduced initiatives to improve gender balance and are changing our recruitment strategy to attract more men.
Changing the images used in our recruitment campaigns to attract more men and better reflect the improving diversity of the communities we serve.
Mandate unconscious bias training via ‘Cultural Wisdom’ workshops to support hiring managers to better understand the positive impact of ‘difference’ in teams and recognise our company standard.
We are building an inclusive culture where employees can be themselves and do their best work.
We are reviewing our maternity, paternity and shared parental leave policies and seeking further improvements to support the needs of all our employees and their families. By piloting the use of ‘Cultural Ambassadors’ we are creating an environment and culture free of bias by upskilling Cultural Ambassadors via the RCN approved training to identify prejudice in the workplace and reduce its impact. Increase opportunities for parttime and flexible working arrangements. Greater alignment of career development to modern work practices.
We are providing access to learning and development for all employees, ensuring men and women are given fair and equal opportunities to progress in their chosen occupation.
We will have a high potential programme specifically targeting the development of Band 8 and SMG roles.
We will also provide development programmes for women in managerial and leadership roles. Networking events to foster and promote a selfsupportive environment.
Working in partnership with ‘Men Into Nursing Together’ (MINT) to create a pipeline of male nurses to improve our gender balance in the nursing occupation and increase our gender diversity.
PROVIDE GENDER PAY GAP REPORT 2020 5
‘The results of our Gender Pay Gap Report have been independently calculated and we confirm that the information and data reported are accurate and in line with the UK government’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.’
‘At Provide, fairness in our pay practices, including equal pay for equal work, is fundamental to our pay philosophy and we support the fair treatment and reward of all employees irrespective of gender. Our gender pay gap is lower than the national average in a number of areas, however, we still have a gap and we are working hard to narrow it. To achieve this, we are committed to training and promoting women and improving how we recruit more men into nursing, health and social care roles, recruiting from the widest possible talent pool to increase our diversity.’
Mark Heasman Group Chief Executive Officer
Siobhan Morrison Group Chief People Officer
PBO-4241-2146-01 6 PROVIDE GENDER PAY GAP REPORT 2020
