Equality
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require us as a company that employs more than 250 people to publish specific information relating to gender pay gaps. This information is below and relates to the 5th April 2023 and our 789 employees:
- Our mean gender pay gap was 5.9%.
- Our median gender pay gap was 0.0%.
- Our mean bonus pay gap was 57.6%.
- Our Median bonus gender pay gap was 0%.
- The proportion of males receiving a bonus was 9.1% and the proportion of females receiving a bonus was 3.9%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 80.8% | 19.2% |
| Upper middle (50-75%) | 85.8% | 14.2% |
| Lower middle (25-50%) | 83.8% | 16.2% |
| Lower (0-25%) | 71.6% | 28.4% |
"As a company, we are committed to ensuring that our staff are not discriminated against because of their gender. We never pay differential rates based on gender, only based on the job role itself or length of service. There are inherently more women employed in our industry and at this point in time 635 of our employees are female and 154 are male. This has skewed some of the data as it has been difficult recruiting many male carers. 95% of our care home managers are female, and 60% of our regional managers are female. To reduce our gender pay gap we are committed to recruiting more male carers and also recruiting or promoting more women into senior management or board level positions.”
Tom Lyons- Managing Director
The information below relates to the 5th April 2022 and the 674 people employed at the time, of which 567 were female and 132 were male:
- Our mean gender pay gap was 10.1%.
- Our median gender pay gap was 1.0%.
- Our mean bonus pay gap was 60.9%.
- Our Median bonus gender pay gap was 0%.
- The proportion of males receiving a bonus was 93.7% and the proportion of females receiving a bonus was 98.4%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 81.7% | 18.3% |
| Upper middle (50-75%) | 78.6% | 21.4% |
| Lower middle (25-50%) | 99.4% | 0.6% |
| Lower (0-25%) | 65.7% | 34.3% |
The information below relates to the 5th April 2021 and our 699 people employed at the time, of which 567 were female and 132 were male:
- Our mean gender pay gap was 9.6%.
- Our median gender pay gap was 3.8%.
- Our mean bonus pay gap was 81.9%.
- Our Median bonus gender pay gap was 0%.
- The proportion of males receiving a bonus was 8.3% and the proportion of females receiving a bonus was 6.7%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 75.9% | 24.1% |
| Upper middle (50-75%) | 76.6% | 23.4% |
| Lower middle (25-50%) | 100% | 0% |
| Lower (0-25%) | 72.0% | 28.0% |
The information below relates to the 5th April 2020 and our 653 people employed at the time, of which 536 were female and 117 were male:
- Our mean gender pay gap was 11.4%.
- Our median gender pay gap was 3.7%.
- Our mean bonus pay gap was 78.6%.
- Our Median bonus gender pay gap was 97.6%.
- The proportion of males receiving a bonus was 6.0% and the proportion of females receiving a bonus was 3.9%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 72.4% | 27.6% |
| Upper middle (50-75%) | 82.3% | 17.7% |
| Lower middle (25-50%) | 90.2% | 9.8% |
| Lower (0-25%) | 83.4% | 16.6% |
NOTE: This data has been skewed significantly by shareholding directors opting for a salary over dividends. Our mean gender pay gap excluding directors was 4.9%.
The information below relates to the 5th April 2019 and the 611 people employed at the time, of which 492 were female and 119 were male:
- Our mean gender pay gap was 9.8%.
- Our median gender pay gap was 4.2%.
- Our mean bonus pay gap was 78.6%.
- Our Median bonus gender pay gap was 0.0%.
- The proportion of males receiving a bonus was 7.6% and the proportion of females receiving a bonus was 4.1%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 75.2% | 24.8% |
| Upper middle (50-75%) | 77.1% | 22.9% |
| Lower middle (25-50%) | 91.4% | 8.6% |
| Lower (0-25%) | 78.3% | 21.7% |
The information below relates to the 5th April 2018 and the 588 people employed at the time of which 475 were female and 113 were male:
- Our mean gender pay gap was 19.4%.
- Our median gender pay gap was 4.8%.
- Our mean bonus pay gap was 85.9%.
- Our Median bonus gender pay gap was 97.1%.
- The proportion of males receiving a bonus was 6.2 % and the proportion of females receiving a bonus was 3.1%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 71.4% | 28.6% |
| Upper middle (50-75%) | 82.3% | 17.7% |
| Lower middle (25-50%) | 93.9% | 6.1% |
| Lower (0-25%) | 75.5% | 24.5% |
NOTE: This data has been skewed significantly by shareholding directors opting for a salary over dividends. In 2019 dividends will be taken to address this. Had this not been the case, in 2018 our mean gender pay gap would have been 5.5% which is an improvement on 2017 (7.5%).
The information below relates to the 5th April 2017 and the 495 people employed at the time of which 401 were female and 95 were male:
- Our mean gender pay gap was 7.5%.
- Our median gender pay gap was 5.00%.
- Our mean bonus pay gap was 86%.
- Our Median bonus gender pay gap was 96.4%.
- The proportion of males receiving a bonus was 8.4 % and the proportion of females receiving a bonus was 3.5%.
- The proportion of males and females in each quartile band is:
| Quartile | Women | Men |
| Upper (75-100%) | 65.3% | 34.7% |
| Upper middle (50-75%) | 85.5% | 14.5% |
| Lower middle (25-50%) | 85.5% | 14.5% |
| Lower (0-25%) | 87.0% | 13.0% |