MMCG (2) Limited Gender Pay Statement

April 2024 – March 2025 Published April 2026

Gender Pay Statement for MMCG (2) Limited

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 MMCG (2) 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 2025.

Gender Pay and Bonus Gap

The gap showing the average hourly rate of pay has vastly decreased this year, and there is now only a very small gap in average hourly pay received by male and females. Likewise, the median pay gap has more than halved. The improvement in both figures show that our efforts in closing the gender pay gap are working. 

The proportion of employees receiving a bonus is very similar with 1.12% of male employees receiving a bonus and 2.2% of female employees receiving a bonus. .25 bonuses were paid in the year and all  bonuses were  earned and calculated based on KPIs set by each role, making them fair and transparent.   All but one of bonuses were paid to employees occupying management positions, regardless of their gender which shows that everybody has an equal opportunity to earn a bonus. 

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 79% women and 21% men. This has changed little from the previous year and; as is commonplace within our industry, the majority of our workforce is female.  Notwithstanding this, we are committed to increasing the number of men employed by the organisation and ensuring we have an appropriate mix of genders in roles of all types and at all levels and this can be seen by the increase in percentage of men now occupying roles in the upper middle and upper quartile. 

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, 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.  Our commitment to improving this balance is shown by the increase in male employees entering the organisation in care giving roles over the last couple of years.  

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 MMCG (2) 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.

Farouk Mangera

Chief People Officer

April 2026