Gender Pay Gap

City and County Healthcare Group comprises a number of companies (City and County).  We employ an inclusive and diverse workforce, including diversity of culture, race, religious diversity, disability, age, sexual orientation and gender, we firmly believe this diversity underpins our long-term success. Understanding and recognising our diversity and how this reflects the communities we serve is another way of ensuring that all of the City and County companies are great places to work.

All City and County companies have a gender-neutral recruitment process and have introduced improvements in all job advertisements, advice and guidance on diversity for managers when interviewing, the use of job boards and online networks, improving our careers website, and increasing the profile of women in senior roles.

We are passionate about developing a diverse and inclusive workforce, and when it comes to gender diversity we are focused on increasing the presence of women across our leadership teams. The COVID-19 pandemic was a profound shock to business, societies and the work our people perform, underlining society’s reliance on women both at work and home and we recognise the impact the pandemic has had upon families, particularly women.

Gender Pay Gap Overview

City & County Gender Pay Data

ABACARE HOLDINGS LIMITED ADVANTAGE HEALTHCARE LIMITED CARE BY US LTD
2021 2020 2019 2020 2021 2020 2019
Pay Gap % % % % % % %
Pay Gap between Male and Female Mean -3.7 -8.5 -0.7 -0.1 1 1.8 2.5
Pay Gap between Male and Female Median -0.6 -1.8 4.7 0.8 -8.4 0.1 2.5
Bonus Gap
Bonus Gap Mean 36.2 29.7 10 8.8 -23
Bonus Gap Median 32.1 25.7 0 0 -35.5
Males Receiving a Bonus 1 0 0 1.6 79 24 18
Females Receiving a bonus 1 0 0 3 75 8 82
Gender Pay split by pay Quaritles
Male Top Quartile 9 8 10 12 25 16 17
Female Top Quartile 91 92 90 88 75 84 83
Male Upper Middle Quartile 8 6 10 11 0 10 12
Female Upper Middle Quartile 92 94 90 89 100 90 88
Male Lower Middle Quartile 9 8 8 11 14 13 10
Female Lower Middle Quartile 91 92 92 89 86 87 90
Male Lower  Quartile 9 10 7 10 16 12 21
Female Lower  Quartile 91 90 93 90 84 88 79
CARE LINE HOMECARE LIMITED CITY AND COUNTY HEALTHCARE GROUP LIMITED COMFORT CALL LIMITED
2021 2020 2019 2021 2020 2019 2021 2020 2019
Pay Gap % % % % % % % % %
Pay Gap between Male and Female Mean -1 -1.4 -1.5 13.6 10.9 20.9 0.1 -0.5 0
Pay Gap between Male and Female Median -1.7 -1 -0.4 0 -7.8 9 -0.1 0.1 -0.2
Bonus Gap
Bonus Gap Mean 51.3 57 58
Bonus Gap Median 12.7 17.2 78
Males Receiving a Bonus 0 0 0 13 13 2 0 0 0
Females Receiving a bonus 1 0 0 28 30 8 1 0 0
Gender Pay split by pay Quartiles
Male Top Quartile 7 4 8 38 40 20 9 11 11
Female Top Quartile 93 96 92 62 60 80 91 89 89
Male Upper Middle Quartile 3 9 12 32 27 22 14 15 10
Female Upper Middle Quartile 97 91 88 68 73 78 86 85 90
Male Lower Middle Quartile 8 13 11 36 35 11 14 13 10
Female Lower Middle Quartile 92 87 89 64 65 89 86 87 90
Male Lower  Quartile 12 9 13 31 42 13 10 12 13
Female Lower  Quartile 88 91 87 69 58 87 90 88 87
COMPLETE CARE HOLDINGS LIMITED CONSTANCE CARE LIMITED CUSTOM CARE LIMITED
2021 2020 2021 2020 2019 2021 2020 2019
Pay Gap % % % % % % % %
Pay Gap between Male and Female Mean 1 -271.3 2.5 2.6 0.5 -1.6 -5.1 0.4
Pay Gap between Male and Female Median 6 11.7 0.7 0.8 0 0.1 -3.5 -0.8
Bonus Gap
Bonus Gap Mean -76 0
Bonus Gap Median 33 0
Males Receiving a Bonus 3 0 0 0 0 1 0 0
Females Receiving a bonus 1 1.4 0 0 0 1 0 0
Gender Pay split by pay Quartiles
Male Top Quartile 11 4 13 13 9 11 8 12
Female Top Quartile 89 96 87 87 91 89 92 88
Male Upper Middle Quartile 15 20 11 8 6 13 8 2
Female Upper Middle Quartile 85 80 89 92 94 87 92 98
Male Lower Middle Quartile 14 12 6 6 8 17 14 8
Female Lower Middle Quartile 86 88 94 94 92 83 86 92
Male Lower  Quartile 5 8 9 9 3 6 9 11
Female Lower  Quartile 95 92 91 91 97 94 91 89
GUARDIAN HOMECARE UK LTD. HELP AT HOME LIMITED HOME LIFE CARERS LIMITED
2021 2020 2019 2021 2020 2019 2021 2020 2019
Pay Gap % % % % % % % % %
Pay Gap between Male and Female Mean 0.6 0.8 -3.5 5.7 13 1.6 1.9 -0.7 -0.5
Pay Gap between Male and Female Median -0.5 -0.6 -1.6 0.8 3.2 0 -2 -1.3 -0.3
Bonus Gap
Bonus Gap Mean
Bonus Gap Median
Males Receiving a Bonus 0 0 0 0 0 0 0 0 0
Females Receiving a bonus 0 0 0 4 0 0 0 0 0
Gender Pay split by pay Quartiles
Male Top Quartile 14 13 7.9 16 26 16 7 6 5
Female Top Quartile 86 87 92.1 84 74 84 93 94 95
Male Upper Middle Quartile 16 15 13.2 16 13 14 7 6 5
Female Upper Middle Quartile 84 85 86.8 84 87 86 93 94 95
Male Lower Middle Quartile 19 21 23.3 10 10 14 11 13 2
Female Lower Middle Quartile 81 79 76.7 90 90 86 89 87 98
Male Lower  Quartile 22 18 29.5 7 4 8 6 6 10
Female Lower  Quartile 78 82 70.5 93 96 92 94 94 90
ICCM LIMITED KENT SOCIAL CARE PROFESSIONALS LIMITED LONDON CARE LIMITED
2021 2020 2019 2021 2020 2019 2021 2020 2019
Pay Gap % % % % % % % % %
Pay Gap between Male and Female Mean -4 -0.5 -0.6 -0.1 0.3 2.9 1.6 2.2 4.1
Pay Gap between Male and Female Median -1.6 -2.6 -4.8 -0.9 -0.6 1.9 0.4 0.6 9.1
Bonus Gap
Bonus Gap Mean
Bonus Gap Median
Males Receiving a Bonus 0 0 0 0 0 0 0 0 0
Females Receiving a bonus 0 0 0 1 0 0 1 0 0
Gender Pay split by pay Quartiles
Male Top Quartile 17 17 14 9 10 17 11 13 16
Female Top Quartile 83 83 86 91 90 83 89 87 84
Male Upper Middle Quartile 20 16 9 9 8 9 18 17 13
Female Upper Middle Quartile 80 84 91 91 92 91 82 83 87
Male Lower Middle Quartile 21 20 23 12 13 9 14 14 9
Female Lower Middle Quartile 79 80 77 88 87 91 86 86 91
Male Lower  Quartile 19 20 13 10 13 7 11 11 6
Female Lower  Quartile 81 80 87 90 87 93 89 89 94
MIDWAY CARE GROUP LIMITED MIHOMECARE LIMITED SAGE CARE LIMITED
2021 2020 2019 2021 2020 2021 2020 2019
Pay Gap % % % % % % % %
Pay Gap between Male and Female Mean 2.4 -1 1.7 9 7.4 -0.3 1.5 -1.4
Pay Gap between Male and Female Median 0 0 0 0 10.9 2.7 1.3 -3.6
Bonus Gap
Bonus Gap Mean -1606 -585 -169 70 81.1
Bonus Gap Median 25 -38 -67 0 94.6
Males Receiving a Bonus 1.6 2 4 72 2.6 0 0 0
Females Receiving a bonus 3.6 3 8 80 1.5 2 0 0
Gender Pay split by pay Quartiles
Male Top Quartile 34 27 55 19 19 19 19 14
Female Top Quartile 66 73 45 81 81 81 81 86
Male Upper Middle Quartile 34 41 43 11 15 23 14 19
Female Upper Middle Quartile 66 59 57 89 85 77 86 81
Male Lower Middle Quartile 34 41 32 21 10 17 13 18
Female Lower Middle Quartile 66 59 68 79 90 83 87 82
Male Lower  Quartile 33 28 6 13 18 15 15 24
Female Lower  Quartile 67 72 94 87 82 85 85 76
SCRT LIMITED THE HUMAN SUPPORT GROUP LIMITED TOTAL COMMUNITY CARE LIMITED
2021 2020 2019 2021 2020 2019 2021 2020 2019
Pay Gap % % % % % % % % %
Pay Gap between Male and Female Mean 0.5 -6 -2.4 0.9 3.5 12 -2.7 -0.6 -0.1
Pay Gap between Male and Female Median 0.2 -0.3 -0.6 0.3 1.8 3 -0.3 4.5 1.1
Bonus Gap
Bonus Gap Mean 68 -70.4 3.5
Bonus Gap Median 95 0 -100
Males Receiving a Bonus 0 0 0 0 0 9 0 2.7 10.9
Females Receiving a bonus 0 0 0 0 0 13 0 3.9 5.1
Gender Pay split by pay Quartiles
Male Top Quartile 12 10 7 9 12 15 19 25.8 26.7
Female Top Quartile 88 90 93 91 88 85 81 74.2 73.3
Male Upper Middle Quartile 8 7 12 14 12 10 19 13 12
Female Upper Middle Quartile 92 93 88 86 88 90 81 87 88
Male Lower Middle Quartile 9 8 10 12 6 8 15 12 10.7
Female Lower Middle Quartile 91 92 90 88 94 92 85 88 89.3
Male Lower  Quartile 9 16 13 8 7 6 26 18 11.8
Female Lower  Quartile 91 84 87 92 93 94 74 82 88.2

The City and County Group is committed to pay parity and have implemented new initiatives which should help to reduce our gender pay gap including:

  • The implementation of a Pay & Grading Framework that includes one pay structure across all our operating companies to increase consistency and understanding of pay decisions.
  • Development of training across the organisation, including our diversity and unconscious bias training, to ensure staff understand their responsibilities and have insight into the underlying factors which contribute to a gender pay gap.
  • Enhanced opportunities across our organisational hierarchy from apprenticeships to leadership development programmes to promote our employees’ development and career progression. This includes diverse shortlists, support and training to develop skills, experience and confidence to successfully apply for internal positions and achieve career progression.
  • We have reviewed our terms and benefits to support women in the workplace and improve the work life balance for all our employees including working practices such as flexible working patterns, hybrid and home working for certain roles, and the ability to purchase additional annual leave.

I confirm that our data is accurate and prepared in accordance with the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017