Gender Pay Gap
| The Human Support Group | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 1.2 | 4.38 | 0.9 | 3.5 | 12 |
| Pay gap between male and female median | 2.89 | 1.09 | 0.3 | 1.8 | 3 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 68 | ||||
| Bonus gap median | 95 | ||||
| Males receiving a bonus | 0 | 0 | 0 | 0 | 9 |
| Females receiving a bonus | 2 | 4 | 0 | 0 | 13 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 17 | 12 | 9 | 12 | 15 |
| Female top quartile | 83 | 88 | 91 | 88 | 85 |
| Male upper middle quartile | 12 | 14 | 14 | 12 | 10 |
| Female upper middle quartile | 88 | 86 | 86 | 88 | 90 |
| Male lower middle quartile | 9 | 7 | 12 | 6 | 8 |
| Female lower middle quartile | 91 | 93 | 88 | 94 | 92 |
| Male lower quartile | 11 | 5 | 8 | 7 | 6 |
| Female lower quartile | 89 | 95 | 92 | 93 | 94 |
| SCRT | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees | Less than 250 employees | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0.5 | -6 | -2.4 | ||
| Pay gap between male and female median | 0.2 | -0.3 | -0.6 | ||
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | |||||
| Bonus gap median | |||||
| Males receiving a bonus | 0 | 0 | 0 | ||
| Females receiving a bonus | 0 | 0 | |||
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 12 | 10 | 7 | ||
| Female top quartile | 88 | 90 | 93 | ||
| Male upper middle quartile | 8 | 7 | 12 | ||
| Female upper middle quartile | 92 | 93 | 88 | ||
| Male lower middle quartile | 9 | 8 | 10 | ||
| Female lower middle quartile | 91 | 92 | 90 | ||
| Male lower quartile | 9 | 16 | 13 | ||
| Female lower quartile | 91 | 83 | 87 |
| Care Line Home Care | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -1.29 | -1.96 | -1 | -1.4 | -1.5 |
| Pay gap between male and female median | -0.28 | -0.7 | -1.7 | -1 | -0.4 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | |||||
| Bonus gap median | |||||
| Males receiving a bonus | 0 | 0 | 0 | 0 | 0 |
| Females receiving a bonus | 1 | 2 | 1 | 0 | 0 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 12 | 7 | 7 | 4 | 8 |
| Female top quartile | 88 | 93 | 93 | 96 | 92 |
| Male upper middle quartile | 12 | 8 | 3 | 9 | 12 |
| Female upper middle quartile | 88 | 92 | 97 | 91 | 88 |
| Male lower middle quartile | 12 | 7 | 8 | 13 | 11 |
| Female lower middle quartile | 88 | 93 | 92 | 87 | 89 |
| Male lower quartile | 15 | 15 | 12 | 9 | 13 |
| Female lower quartile | 85 | 85 | 88 | 91 | 87 |
| Advantage Healthcare | 2023 | 2022 |
|---|---|---|
| Pay gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -19.71 | -13.36 |
| Pay gap between male and female median | -4.7 | -6 |
| Bonus gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 51.08 | |
| Bonus gap median | 62.83 | |
| Males receiving a bonus | 0 | 1 |
| Females receiving a bonus | 1 | 1 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 7 | 8 |
| Female top quartile | 93 | 92 |
| Male upper middle quartile | 7 | 7 |
| Female upper middle quartile | 93 | 93 |
| Male lower middle quartile | 10 | 6 |
| Female lower middle quartile | 90 | 94 |
| Male lower quartile | 15 | 16 |
| Female lower quartile | 85 | 84 |
| Advance Health Care | 2023 | 2022 |
|---|---|---|
| Pay gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 3.19 | 8.91 |
| Pay gap between male and female median | -0.29 | 6.74 |
| Bonus gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | ||
| Bonus gap median | ||
| Males receiving a bonus | 0 | 0 |
| Females receiving a bonus | 0 | 3 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 10 | 14 |
| Female top quartile | 90 | 86 |
| Male upper middle quartile | 8 | 10 |
| Female upper middle quartile | 92 | 90 |
| Male lower middle quartile | 16 | 13 |
| Female lower middle quartile | 84 | 87 |
| Male lower quartile | 9 | 6 |
| Female lower quartile | 91 | 94 |
| Abacare | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 1.82 | -2.74 | -3.7 | -8.5 | -0.7 |
| Pay gap between male and female median | 0.74 | 0 | -0.6 | 1.8 | 4.7 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -9.31 | 0 | 36.2 | ||
| Bonus gap median | 0 | 0 | 32.1 | ||
| Males receiving a bonus | 1 | 1 | 1 | 0 | 0 |
| Females receiving a bonus | 5 | 6 | 1 | 0 | 0 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 10 | 10 | 9 | 8 | 10 |
| Female top quartile | 90 | 90 | 91 | 92 | 90 |
| Male upper middle quartile | 12 | 9 | 8 | 6 | 10 |
| Female upper middle quartile | 88 | 91 | 92 | 94 | 90 |
| Male lower middle quartile | 8 | 10 | 9 | 8 | 8 |
| Female lower middle quartile | 92 | 90 | 91 | 92 | 92 |
| Male lower quartile | 9 | 7 | 9 | 10 | 7 |
| Female lower quartile | 91 | 93 | 91 | 90 | 93 |
| Care By Us Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -2.91 | -5.88 | 1 | 1.8 | 2.5 |
| Pay gap between male and female median | -2.12 | -4.99 | -8.4 | 0.1 | 2.5 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -70.8 | 0 | 10 | 8.8 | -23 |
| Bonus gap median | 0 | 0 | 0 | 0 | -35.5 |
| Males receiving a bonus | 1 | 0 | 79 | 24 | 18 |
| Females receiving a bonus | 2 | 0 | 75 | 8 | 82 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 7 | 11 | 25 | 16 | 17 |
| Female top quartile | 93 | 89 | 75 | 84 | 83 |
| Male upper middle quartile | 20 | 20 | 0 | 10 | 12 |
| Female upper middle quartile | 80 | 80 | 100 | 90 | 88 |
| Male lower middle quartile | 17 | 16 | 14 | 13 | 10 |
| Female lower middle quartile | 83 | 84 | 86 | 87 | 90 |
| Male lower quartile | 15 | 15 | 16 | 12 | 21 |
| Female lower quartile | 85 | 85 | 84 | 88 | 79 |
| C&C County Healthcare Group Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 18.55 | 8.92 | 13.6 | 10.9 | 20.9 |
| Pay gap between male and female median | 2.66 | 1.35 | 0 | -7.8 | 9 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 53.91 | 70.15 | 51.3 | 57 | 58 |
| Bonus gap median | 35.86 | 0 | 12.7 | 17.2 | 78 |
| Males receiving a bonus | 4 | 13 | 13 | 13 | 2 |
| Females receiving a bonus | 30 | 34 | 28 | 30 | 8 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 27 | 37 | 38 | 40 | 20 |
| Female top quartile | 73 | 63 | 62 | 60 | 80 |
| Male upper middle quartile | 18 | 35 | 32 | 27 | 22 |
| Female upper middle quartile | 82 | 65 | 68 | 73 | 78 |
| Male lower middle quartile | 21 | 36 | 3.6 | 35 | 11 |
| Female lower middle quartile | 79 | 64 | 64 | 65 | 89 |
| Male lower quartile | 15 | 34 | 31 | 42 | 13 |
| Female lower quartile | 85 | 66 | 69 | 58 | 87 |
| Comfort Call Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0.09 | -1.67 | 0.1 | -0.5 | 0 |
| Pay gap between male and female median | -0.19 | 0 | -0.1 | 0.1 | -0.2 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 17.04 | ||||
| Bonus gap median | 43.95 | ||||
| Males receiving a bonus | 0 | 1 | 0 | 0 | |
| Females receiving a bonus | 1 | 2 | 1 | 0 | |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 15 | 10 | 9 | 11 | 11 |
| Female top quartile | 85 | 90 | 91 | 89 | 89 |
| Male upper middle quartile | 13 | 13 | 14 | 15 | 10 |
| Female upper middle quartile | 87 | 87 | 86 | 85 | 90 |
| Male lower middle quartile | 15 | 15 | 14 | 13 | 10 |
| Female lower middle quartile | 85 | 85 | 86 | 87 | 90 |
| Male lower quartile | 14 | 11 | 10 | 12 | 13 |
| Female lower quartile | 86 | 89 | 90 | 88 | 87 |
| Complete Care Holdings Limited | 2023 | 2022 | 2021 | 2020 |
|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -4.1 | -3.12 | 1 | -271.3 |
| Pay gap between male and female median | -0.16 | 0 | 6 | 11.7 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -377.6 | -76 | ||
| Bonus gap median | -377.6 | 33 | ||
| Males receiving a bonus | 1 | 0 | 3 | 0 |
| Females receiving a bonus | 1 | 0 | 1 | 1.4 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 11 | 11 | 11 | 4 |
| Female top quartile | 89 | 89 | 89 | 96 |
| Male upper middle quartile | 14 | 15 | 15 | 20 |
| Female upper middle quartile | 86 | 85 | 85 | 80 |
| Male lower middle quartile | 12 | 8 | 14 | 12 |
| Female lower middle quartile | 88 | 92 | 86 | 88 |
| Male lower quartile | 14 | 15 | 5 | 8 |
| Female lower quartile | 86 | 85 | 95 | 92 |
| Constance Care Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 2.56 | -1.52 | 2.5 | 2.6 | 0.5 |
| Pay gap between male and female median | 0.18 | -0.19 | 0.7 | 0.8 | 0 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -1.74 | ||||
| Bonus gap median | -5.03 | ||||
| Males receiving a bonus | 0 | 1 | 0 | 0 | 0 |
| Females receiving a bonus | 0 | 6 | 0 | 0 | 0 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 10 | 10 | 13 | 13 | 9 |
| Female top quartile | 90 | 90 | 87 | 87 | 91 |
| Male upper middle quartile | 7 | 11 | 11 | 8 | 6 |
| Female upper middle quartile | 93 | 89 | 89 | 92 | 94 |
| Male lower middle quartile | 11 | 13 | 6 | 6 | 8 |
| Female lower middle quartile | 89 | 87 | 94 | 94 | 92 |
| Male lower quartile | 4 | 12 | 9 | 9 | 3 |
| Female lower quartile | 96 | 88 | 91 | 91 | 97 |
| Custom Care Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees at snapshot date | Less than 250 employees at snapshot date | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -1.6 | -5.1 | 0.4 | ||
| Pay gap between male and female median | 0.1 | -3.5 | -0.8 | ||
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 0 | ||||
| Bonus gap median | 0 | ||||
| Males receiving a bonus | 1 | 0 | 0 | ||
| Females receiving a bonus | 1 | 0 | 0 | ||
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 11 | 8 | 12 | ||
| Female top quartile | 89 | 92 | 88 | ||
| Male upper middle quartile | 13 | 8 | 2 | ||
| Female upper middle quartile | 87 | 92 | 98 | ||
| Male lower middle quartile | 17 | 14 | 8 | ||
| Female lower middle quartile | 83 | 86 | 92 | ||
| Male lower quartile | 6 | 9 | 11 | ||
| Female lower quartile | 94 | 91 | 89 |
| Guardian Homecare UK Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0.94 | 1.74 | 0.6 | 0.8 | -3.5 |
| Pay gap between male and female median | 0.28 | -0.52 | -0.5 | -0.6 | -1.6 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 13.48 | -4.64 | |||
| Bonus gap median | 0 | 0 | |||
| Males receiving a bonus | 1 | 1 | 0 | 0 | 0 |
| Females receiving a bonus | 3 | 2 | 0 | 0 | 0 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 20 | 12 | 14 | 13 | 7.9 |
| Female top quartile | 80 | 88 | 86 | 87 | 92.1 |
| Male upper middle quartile | 19 | 16 | 16 | 15 | 13.2 |
| Female upper middle quartile | 81 | 84 | 84 | 85 | 86.8 |
| Male lower middle quartile | 19 | 18 | 19 | 21 | 23.3 |
| Female lower middle quartile | 81 | 82 | 81 | 79 | 76.7 |
| Male lower quartile | 16 | 16 | 22 | 18 | 29.5 |
| Female lower quartile | 84 | 84 | 78 | 82 | 70.5 |
| Help At Home (Egerton Lodge) Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 4.38 | 5.7 | 13 | 1.6 | |
| Pay gap between male and female median | 1.2 | 0.8 | 3.2 | 0 | |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -5.17 | ||||
| Bonus gap median | 0 | ||||
| Males receiving a bonus | 1 | 0 | 0 | 0 | |
| Females receiving a bonus | 5 | 4 | 0 | 0 | |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 16 | 16 | 26 | 16 | |
| Female top quartile | 84 | 84 | 74 | 84 | |
| Male upper middle quartile | 6 | 16 | 13 | 14 | |
| Female upper middle quartile | 94 | 84 | 87 | 86 | |
| Male lower middle quartile | 8 | 10 | 10 | 14 | |
| Female lower middle quartile | 92 | 90 | 90 | 86 | |
| Male lower quartile | 8 | 7 | 4 | 8 | |
| Female lower quartile | 92 | 93 | 96 | 92 |
| Homelife Careers Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 1.08 | 1.9 | -0.7 | -0.5 | |
| Pay gap between male and female median | -4.04 | -2 | -1.3 | -0.3 | |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -36.13 | ||||
| Bonus gap median | 3.33 | ||||
| Males receiving a bonus | 1 | 0 | 0 | 0 | |
| Females receiving a bonus | 0.03 | 0 | 0 | 0 | |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 8 | 7 | 6 | 5 | |
| Female top quartile | 92 | 93 | 94 | 95 | |
| Male upper middle quartile | 5 | 7 | 6 | 5 | |
| Female upper middle quartile | 95 | 93 | 94 | 95 | |
| Male lower middle quartile | 13 | 11 | 13 | 2 | |
| Female lower middle quartile | 87 | 89 | 87 | 98 | |
| Male lower quartile | 7 | 6 | 6 | 10 | |
| Female lower quartile | 93 | 94 | 94 | 90 |
| Independent Community Care | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -3.12 | -4 | -0.5 | -0.6 | |
| Pay gap between male and female median | -1.6 | -1.6 | -2.6 | -4.8 | |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 90.48 | ||||
| Bonus gap median | 90 | ||||
| Males receiving a bonus | 1 | 0 | 0 | 0 | |
| Females receiving a bonus | 3 | 0 | 0 | 0 | |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 10 | 17 | 17 | 14 | |
| Female top quartile | 90 | 83 | 83 | 86 | |
| Male upper middle quartile | 19 | 20 | 16 | 9 | |
| Female upper middle quartile | 81 | 80 | 84 | 91 | |
| Male lower middle quartile | 26 | 21 | 20 | 23 | |
| Female lower middle quartile | 74 | 79 | 80 | 77 | |
| Male lower quartile | 15 | 19 | 20 | 13 | |
| Female lower quartile | 85 | 81 | 80 | 87 |
| Kent Social Care Professionals | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0.74 | -0.1 | 0.3 | 2.9 | |
| Pay gap between male and female median | -0.57 | -0.9 | -0.6 | 1.9 | |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | |||||
| Bonus gap median | |||||
| Males receiving a bonus | 0 | 0 | 0 | 0 | |
| Females receiving a bonus | 3 | 1 | 0 | 0 | |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 6 | 9 | 10 | 17 | |
| Female top quartile | 94 | 91 | 90 | 83 | |
| Male upper middle quartile | 10 | 9 | 8 | 9 | |
| Female upper middle quartile | 90 | 91 | 92 | 91 | |
| Male lower middle quartile | 13 | 12 | 13 | 9 | |
| Female lower middle quartile | 87 | 88 | 87 | 91 | |
| Male lower quartile | 9 | 19 | 13 | 7 | |
| Female lower quartile | 91 | 90 | 87 | 93 |
| London Care Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 1.75 | 1.64 | 1.6 | 2.2 | 4.1 |
| Pay gap between male and female median | 1 | 0.62 | 0.4 | 0.6 | 9.1 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 21.63 | ||||
| Bonus gap median | 0 | ||||
| Males receiving a bonus | 0 | 1 | 0 | 0 | |
| Females receiving a bonus | 2 | 1 | 0 | 0 | |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 16 | 12 | 11 | 13 | 16 |
| Female top quartile | 84 | 88 | 89 | 87 | 84 |
| Male upper middle quartile | 18 | 19 | 18 | 17 | 13 |
| Female upper middle quartile | 81 | 81 | 82 | 83 | 87 |
| Male lower middle quartile | 14 | 11 | 14 | 14 | 9 |
| Female lower middle quartile | 86 | 89 | 86 | 86 | 91 |
| Male lower quartile | 12 | 10 | 11 | 11 | 6 |
| Female lower quartile | 88 | 90 | 89 | 89 | 94 |
| Midway Care Group Limited | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 1.6 | 2.4 | -1 | 1.7 |
| Pay gap between male and female median | 0 | 0 | 0 | 0 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -854 | -1606 | -585 | -169 |
| Bonus gap median | -50 | 25 | -38 | -67 |
| Males receiving a bonus | 2.4 | 1.6 | 2 | 4 |
| Females receiving a bonus | 4.4 | 3.6 | 3 | 8 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 33 | 34 | 27 | 55 |
| Female top quartile | 67 | 66 | 73 | 45 |
| Male upper middle quartile | 43 | 34 | 41 | 43 |
| Female upper middle quartile | 57 | 66 | 59 | 57 |
| Male lower middle quartile | 33 | 34 | 41 | 32 |
| Female lower middle quartile | 67 | 66 | 59 | 68 |
| Male lower quartile | 31 | 33 | 28 | 6 |
| Female lower quartile | 69 | 67 | 72 | 94 |
| Mihome Care Limited | 2023 | 2022 | 2021 | 2020 |
|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0.62 | 0.27 | 9 | 7.4 |
| Pay gap between male and female median | -0.08 | 0 | 0 | 10.9 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -43.75 | 70 | 81.1 | |
| Bonus gap median | -25 | 0 | 94.6 | |
| Males receiving a bonus | 0 | 1 | 72 | 2.6 |
| Females receiving a bonus | 2 | 1 | 80 | 1.5 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 18 | 15 | 19 | 19 |
| Female top quartile | 82 | 85 | 81 | 81 |
| Male upper middle quartile | 23 | 18 | 11 | 15 |
| Female upper middle quartile | 77 | 82 | 89 | 85 |
| Male lower middle quartile | 22 | 19 | 21 | 10 |
| Female lower middle quartile | 78 | 81 | 79 | 90 |
| Male lower quartile | 19 | 15 | 13 | 18 |
| Female lower quartile | 81 | 85 | 87 | 28 |
| Sage Care Limited | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0 | -0.3 | 1.5 | -1.4 |
| Pay gap between male and female median | 2.54 | 2.7 | 1.3 | -3.6 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -15.07 | |||
| Bonus gap median | 16.67 | |||
| Males receiving a bonus | 1 | 0 | 0 | 0 |
| Females receiving a bonus | 3 | 2 | 0 | 0 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 16 | 19 | 19 | 14 |
| Female top quartile | 84 | 81 | 81 | 86 |
| Male upper middle quartile | 27 | 23 | 14 | 19 |
| Female upper middle quartile | 73 | 77 | 86 | 81 |
| Male lower middle quartile | 14 | 17 | 13 | 18 |
| Female lower middle quartile | 86 | 83 | 87 | 82 |
| Male lower quartile | 20 | 15 | 15 | 24 |
| Female lower quartile | 80 | 85 | 85 | 76 |
| The Human Support Group Limited | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|
| Pay gap | Pay Gap | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 4.38 | 0.9 | 3.5 | 12 |
| Pay gap between male and female median | 1.09 | 0.3 | 1.8 | 3 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 68 | |||
| Bonus gap median | 95 | |||
| Males receiving a bonus | 0 | 0 | 0 | 9 |
| Females receiving a bonus | 4 | 0 | 0 | 13 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 12 | 9 | 12 | 15 |
| Female top quartile | 88 | 91 | 88 | 85 |
| Male upper middle quartile | 14 | 14 | 12 | 10 |
| Female upper middle quartile | 86 | 86 | 88 | 90 |
| Male lower middle quartile | 7 | 12 | 6 | 8 |
| Female lower middle quartile | 93 | 88 | 94 | 92 |
| Male lower quartile | 5 | 8 | 7 | 6 |
| Female lower quartile | 95 | 92 | 93 | 94 |
| SCRT Limited | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|
| Pay gap | Less than 250 employees at snapshot date | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | 0 | 0.5 | -6 | -2.4 |
| Pay gap between male and female median | 0 | 0.2 | -0.3 | -0.6 |
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | 0 | |||
| Bonus gap median | 0 | |||
| Males receiving a bonus | 0 | 0 | 0 | 0 |
| Females receiving a bonus | 0 | 0 | 0 | 0 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 0 | 12 | 10 | 7 |
| Female top quartile | 0 | 88 | 90 | 93 |
| Male upper middle quartile | 0 | 8 | 7 | 12 |
| Female upper middle quartile | 0 | 92 | 93 | 88 |
| Male lower middle quartile | 0 | 9 | 8 | 10 |
| Female lower middle quartile | 0 | 91 | 92 | 90 |
| Male lower quartile | 0 | 9 | 16 | 13 |
| Female lower quartile | 0 | 1 | 84 | 87 |
| Total Community Care Limited | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|---|---|---|---|---|
| Pay gap | Less than 250 employees at snapshot date | Less than 250 employees at snapshot date | Pay Gap | Pay Gap | Pay Gap |
| Pay gap between male and female mean | -2.7 | -0.6 | -0.1 | ||
| Pay gap between male and female median | -0.3 | 4.5 | 1.1 | ||
| Bonus gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap | Bonus Gap |
| Bonus gap mean | -70.4 | 3.5 | |||
| Bonus gap median | 0 | -100 | |||
| Males receiving a bonus | 0 | 2.7 | 10.9 | ||
| Females receiving a bonus | 0 | 3.9 | 5.1 | ||
| Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 19 | 25.8 | 26.7 | ||
| Female top quartile | 81 | 74.2 | 73.3 | ||
| Male upper middle quartile | 19 | 13 | 12 | ||
| Female upper middle quartile | 81 | 87 | 88 | ||
| Male lower middle quartile | 15 | 12 | 10.7 | ||
| Female lower middle quartile | 85 | 88 | 89.3 | ||
| Male lower quartile | 26 | 18 | 11.8 | ||
| Female lower quartile | 74 | 82 | 88.2 |
| Gender Pay split by pay Quartiles | 2021 |
|---|---|
| Pay gap | Pay Gap |
| Pay gap between male and female mean | 2.4 |
| Pay gap between male and female median | 0 |
| Bonus gap | Bonus Gap |
| Bonus gap mean | -1606 |
| Bonus gap median | 25 |
| Males receiving a bonus | 1.6 |
| Females receiving a bonus | 3.6 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 34 |
| Female top quartile | 66 |
| Male upper middle quartile | 34 |
| Female upper middle quartile | 66 |
| Male lower middle quartile | 34 |
| Female lower middle quartile | 66 |
| Male lower quartile | 66 |
| Female lower quartile | 67 |
| Advantage Healthcare Limited | 2022 |
|---|---|
| Pay gap | Pay Gap |
| Pay gap between male and female mean | 13.36 |
| Pay gap between male and female median | -6 |
| Bonus gap | Bonus Gap |
| Bonus gap mean | 51.08 |
| Bonus gap median | 62.83 |
| Males receiving a bonus | 1 |
| Females receiving a bonus | 0.01 |
| Gender pay split by pay quartiles | Gender pay split by pay quartiles |
| Male top quartile | 8 |
| Female top quartile | 92 |
| Male upper middle quartile | 7 |
| Female upper middle quartile | 93 |
| Male lower middle quartile | 6 |
| Female lower middle quartile | 94 |
| Male lower quartile | 16 |
| Female lower quartile | 84 |
