Throughout the Maria Mallaband Care Group 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 Maria Mallaband 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 2020.
Gender Pay and Bonus Gap
Our gender pay gap report identified the following:
When comparing the average hourly rate of pay, female employees are paid 6% more than male employees.
The median is the best reflection of the pay difference between male and female employees and shows that female employees earn 1.2% more than male employees when comparing hourly rates of pay.
Of the bonuses paid during the reporting period, three quarters of these were paid to those in care giving or maintenance roles and one quarter to management. It is the management bonuses which has skewed the mean average as is shown by the fact that the median average bonus gap is zero.
The proportion of male employees receiving a bonus is 13% and the proportion of female employees receiving a bonus is 12%.
As is shown above, 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; as is commonplace within our industry, the majority of our workforce is female. Care giving roles are primarily undertaken by women throughout our 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, we are proud to report a negligible pay gap within our organisation.
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 Group 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 and to provide the opportunity for internal progression for all employees.
Though not yet at the level to which we aspire, our organisation does have a mix of genders in roles of all types. Our commitment to improving this balance is shown by the increase in male employees entering the organisation in care giving roles and a notable increase in the percentage of male employees in the lower and lower middle quartiles since our last published report. In addition, the changes that we have made in recent years has helped us to reduce the median gender pay gap by nearly three quarters.
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 Maria Mallaband 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.
Chief People Officer