Acer Healthcare Operations Limited Gender Pay Statement


Throughout the organisation we are committed to offering high quality residential care, nursing homes and support services to older and vulnerable people in our communities. We could not achieve this without the dedication and hard work of our colleagues and team members. In light of this, we strive to provide a positive working environment wherein gender equality is encouraged and supported.

This statement has been published in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, pursuant to which Acer Healthcare Operations Limited is required to publish a report on the gender pay gap within the organisation. The gender pay gap report indicates the difference in average hourly earnings for men and women. The calculations are based on employer payroll data from a specific date each year, being 5 April 2021.

Gender Pay and Bonus Gap

  Mean Median
Pay Gap 13.4% 5.5%
Bonus Gap 48.3% 63.6%

When comparing the average hourly rate of pay, there is only a small difference in the median average pay of our male and female employees and throughout the year we have achieved a narrowing in the median pay gap from 6.7% to 5.5%. The median average is more reflective of the pay gap in the organisation as it is not skewed by extremely high, or low, earners within the data set.

The mean and median pay gaps show a slightly higher pay for male employees. Within this organisation, in addition to those in care giving roles, we employ many individuals in administrative and domestic roles such as receptionists (all of whom are female), domestic workers (of which 85% are female) and activities co-ordinators and organisers (all of whom are female) and on average these types of roles attract a lower rate of pay than those in care giving and more senior roles.

The proportion of male employees receiving a bonus is 3.4% and the proportion of female employees receiving a bonus is 2%.

Of the bonuses paid during the reporting period, all but one of the 11 bonuses paid were paid to Home and Deputy Managers. At the relevant time, 2 of these 10 roles were occupied by male employees which explains the gender bonus gap figures. However, throughout the year we have reduced the median gender bonus gap by a significant 22.6%.

The proportion of male and female employees across all quartiles of our workforce is relatively evenly split with:

This statement explains why there is a gender pay gap within our organisation and what we are doing to reduce this gap.

Why we have a gender pay gap

Our workforce consists of 82% women and 18% men. The percentage of male employees has increased slightly from the previous year but; as is commonplace within our industry, the majority of our workforce is female. Care giving roles are primarily undertaken by women throughout the industry and the organisation, which generally attract lower rates of remuneration. It is also the case that as an organisation we employ bank workers who work ad hoc shifts and irregular hours and are routinely women. Notwithstanding this, the majority of our management positions are occupied by women.

Our pay structure is banded according to role only, not gender, meaning that pay differentiation only occurs as a result of an employee's position. Similarly, bonus pay is determined by position and performance, not by gender. All remuneration rates within the organisation are competitive and in line with market practices. Accordingly, we are satisfied that our existing pay structure and/or rewards policy are compliant with the Equality Act. We do, however, acknowledge the desire to recruit more men into care giving roles, to provide the opportunity for internal progression for all employees and to increase the number of men holding management level roles within the organisation.

Though not yet at the level to which we aspire, our organisation does have a mix of genders in roles of all types and we are delighted to have increased the number of male employees in the upper quartile by 3.9% since our last published report.

How we intend to continue to address the gender pay gap

In order to address the inherent imbalance within our sector we have implemented/intend to implement the following policies:

  • Recruitment –   

    • We are committed to recruiting based solely on merit and not gender. Consequently, we continually review the way in which we describe/advertise our job vacancies and source our candidates; ensuring that all vacancies are presented in a gender neutral way.  
    • We encourage internal progression and support those candidates through industry relevant qualifications and seeking internal promotion opportunities.
  • Programmes and workshops –  
    • We want to ensure that all those in care giving and middle management positions are aware of the opportunities available to them and are able to develop the skills required to attain leadership positions.
    • We are committed to educating our managers and leaders about gender imbalances and unconscious bias.
  • Remuneration –

    • We continue to monitor the remuneration rates offered by the organisation to ensure that pay is banded solely according to role and not gender.

We anticipate that Acer Healthcare Operations Limited's continued commitment to this cause will be reflected in the gradual reduction of our gender pay and bonus gap over the coming years.

Our gender pay gap figures have been calculated in line with the gender pay gap reporting legislation. I confirm that these figures have been verified and are accurate.

Susan Jones
Chief People Officer