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	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	-2.74	-3.7	-8.5	-0.7
Pay Gap between Male and Female Median	0	-0.6	-1.8	4.7
Bonus Gap
Bonus Gap Mean	0	36.2
Bonus Gap Median	0	32.1
Males Receivng a Bonus	1	1	0	0
Females Receiving a bonus	6	1	0	0
Gender Pay split by pay Quartles
Male Top Quartile	10	9	8	10
Female Top Quartile	90	91	92	90
Male Upper Middle Quartile	9	8	6	10
Female Upper Middle Quartile	91	92	94	90
Male Lower Middle Quartile	10	9	8	8
Female Lower Middle Quartile	90	91	92	92
Male Lower Quartile	7	9	10	7
Female Lower Quartile	93	91	90	93

ADVANTAGE HEALTHCARE LIMITED	2022
Pay Gap	%
Pay Gap between Male and Female Mean	-13.36
Pay Gap between Male and Female Median	-6
Bonus Gap
Bonus Gap Mean	51.08
Bonus Gap Median	62.83
Males Receivng a Bonus	1
Females Receiving a bonus	1
Gender Pay split by pay Quartles
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

CARE BY US LTD	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	-5.88	1	1.8	2.5
Pay Gap between Male and Female Median	-4.99	-8.4	0.1	2.5
Bonus Gap
Bonus Gap Mean	0	10	8.8	-23
Bonus Gap Median	0	0	0	-35.5
Males Receivng a Bonus	0	79	24	18
Females Receiving a bonus	0	75	8	82
Gender Pay split by pay Quartles
Male Top Quartile	11	25	16	17
Female Top Quartile	89	75	84	83
Male Upper Middle Quartile	20	0	10	12
Female Upper Middle Quartile	80	100	90	88
Male Lower Middle Quartile	16	14	13	10
Female Lower Middle Quartile	84	86	87	90
Male Lower Quartile	15	16	12	21
Female Lower Quartile	85	84	88	79

ABACARE HOLDINGS LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	-1.96	-1	-1.4	-1.5
Pay Gap between Male and Female Median	-0.7	-1.7	-1	-0.4
Bonus Gap
Bonus Gap Mean
Bonus Gap Median
Males Receivng a Bonus	0	0	0	0
Females Receiving a bonus	2	1	0	0
Gender Pay split by pay Quartles
Male Top Quartile	7	7	4	8
Female Top Quartile	93	93	96	92
Male Upper Middle Quartile	8	3	9	12
Female Upper Middle Quartile	92	97	91	88
Male Lower Middle Quartile	7	8	13	11
Female Lower Middle Quartile	93	92	87	89
Male Lower Quartile	15	12	9	13
Female Lower Quartile	85	88	91	87

C&C COUNTY HEALTHCARE GROUP LTD	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	8.92	13.6	10.9	20.9
Pay Gap between Male and Female Median	1.35	0	-7.8	9
Bonus Gap
Bonus Gap Mean	70.15	51.3	57	58
Bonus Gap Median	0	12.7	17.2	78
Males Receivng a Bonus	13	13	13	2
Females Receiving a bonus	34	28	30	8
Gender Pay split by pay Quartles
Male Top Quartile	37	38	40	20
Female Top Quartile	63	62	60	80
Male Upper Middle Quartile	35	32	27	22
Female Upper Middle Quartile	65	68	73	78
Male Lower Middle Quartile	36	36	35	11
Female Lower Middle Quartile	64	64	65	89
Male Lower Quartile	34	31	42	13
Female Lower Quartile	66	69	58	87

COMFORT CALL LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	-1.67	0.1	-0.5	0
Pay Gap between Male and Female Median	0	-0.1	0.1	-0.2
Bonus Gap
Bonus Gap Mean	17.04
Bonus Gap Median	43.95
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	2	1	0	0
Gender Pay split by pay Quartles
Male Top Quartile	10	9	11	11
Female Top Quartile	90	91	89	89
Male Upper Middle Quartile	13	14	15	10
Female Upper Middle Quartile	87	86	85	90
Male Lower Middle Quartile	15	14	13	10
Female Lower Middle Quartile	85	86	87	90
Male Lower Quartile	11	10	12	13
Female Lower Quartile	89	90	88	87

COMPLETE CARE HOLDINGS LIMITED	2022	2021	2020
Pay Gap	%	%	%
Pay Gap between Male and Female Mean	-3.12	1	-271.3
Pay Gap between Male and Female Median	0	6	11.7
Bonus Gap
Bonus Gap Mean		-76
Bonus Gap Median		33
Males Receivng a Bonus	0	3	0
Females Receiving a bonus	0	1	1.4
Gender Pay split by pay Quartles
Male Top Quartile	11	11	4
Female Top Quartile	89	89	96
Male Upper Middle Quartile	15	15	20
Female Upper Middle Quartile	85	85	80
Male Lower Middle Quartile	8	14	12
Female Lower Middle Quartile	92	86	88
Male Lower Quartile	15	5	8
Female Lower Quartile	85	95	92

CONSTANCE CARE LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	-1.52	2.5	2.6	0.5
Pay Gap between Male and Female Median	-0.19	0.7	0.8	0
Bonus Gap
Bonus Gap Mean	-1.74
Bonus Gap Median	-5.03
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	6	0	0	0
Gender Pay split by pay Quartles
Male Top Quartile	10	13	13	9
Female Top Quartile	90	87	87	91
Male Upper Middle Quartile	11	11	8	6
Female Upper Middle Quartile	89	89	92	94
Male Lower Middle Quartile	13	6	6	8
Female Lower Middle Quartile	87	94	94	92
Male Lower Quartile	12	9	9	3
Female Lower Quartile	88	91	91	97

CUSTOM CARE LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	less than 250 employees at snapshot date	-1.6	-5.1	0.4
Pay Gap between Male and Female Median		0.1	-3.5	-0.8
Bonus Gap
Bonus Gap Mean		0
Bonus Gap Median		0
Males Receivng a Bonus		1	0	0
Females Receiving a bonus		1	0	0
Gender Pay split by pay Quartles
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	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	1.74	0.6	0.8	-3.5
Pay Gap between Male and Female Median	-0.52	-0.5	-0.6	-1.6
Bonus Gap
Bonus Gap Mean	-4.64
Bonus Gap Median	0
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	2	0	0	0
Gender Pay split by pay Quartles
Male Top Quartile	12	14	13	7.9
Female Top Quartile	88	86	87	92.1
Male Upper Middle Quartile	16	16	15	13.2
Female Upper Middle Quartile	84	84	85	86.8
Male Lower Middle Quartile	18	19	21	23.3
Female Lower Middle Quartile	82	81	79	76.7
Male Lower Quartile	16	22	18	29.5
Female Lower Quartile	84	78	82	70.5

HELP AT HOME (EGERTON LODGE) LIMITED	2022	2021	2020	2019
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 Mean	-5.17
Bonus Gap Median	0
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	5	4	0	0
Gender Pay split by pay Quartles
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 CARERS LIMITED	2022	2021	2020	2019
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 Mean	-36.13
Bonus Gap Median	3.33
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	3	0	0	0
Gender Pay split by pay Quartles
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	2022	2021	2020	2019
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 Mean	90.48
Bonus Gap Median	90
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	3	0	0	0
Gender Pay split by pay Quartles
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 LIMITED	2022	2021	2020	2019
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 Mean
Bonus Gap Median
Males Receivng a Bonus	0	0	0	0
Females Receiving a bonus	3	1	0	0
Gender Pay split by pay Quartles
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	10	13	7
Female Lower Quartile	91	90	87	93

LONDON CARE LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	1.64	1.6	2.2	4.1
Pay Gap between Male and Female Median	0.62	0.4	0.6	9.1
Bonus Gap
Bonus Gap Mean	21.63
Bonus Gap Median	0
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	1	1	0	0
Gender Pay split by pay Quartles
Male Top Quartile	12	11	13	16
Female Top Quartile	88	89	87	84
Male Upper Middle Quartile	19	18	17	13
Female Upper Middle Quartile	81	82	83	87
Male Lower Middle Quartile	11	14	14	9
Female Lower Middle Quartile	89	86	86	91
Male Lower Quartile	10	11	11	6
Female Lower Quartile	90	89	89	94

MIDWAY CARE GROUP LIMITED	2022	2021	2020	2019
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 Mean	-854	-1606	-585	-169
Bonus Gap Median	-50	25	-38	-67
Males Receivng a Bonus	2.4	1.6	2	4
Females Receiving a bonus	4.4	3.6	3	8
Gender Pay split by pay Quartles
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

MIHOMECARE LIMITED	2022	2021	2020
Pay Gap	%	%	%
Pay Gap between Male and Female Mean	0.27	9	7.4
Pay Gap between Male and Female Median	0	0	10.9
Bonus Gap
Bonus Gap Mean	-43.75	70	81.1
Bonus Gap Median	-25	0	94.6
Males Receivng a Bonus	1	72	2.6
Females Receiving a bonus	1	80	1.5
Gender Pay split by pay Quartles
Male Top Quartile	15	19	19
Female Top Quartile	85	81	81
Male Upper Middle Quartile	18	11	15
Female Upper Middle Quartile	82	89	85
Male Lower Middle Quartile	19	21	10
Female Lower Middle Quartile	81	79	90
Male Lower Quartile	15	13	18
Female Lower Quartile	85	87	82

SAGE CARE LIMITED	2022	2021	2020	2019
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 Mean	-15.07
Bonus Gap Median	16.67
Males Receivng a Bonus	1	0	0	0
Females Receiving a bonus	3	2	0	0
Gender Pay split by pay Quartles
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

SCRT LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	less than 250 employees at snapshot date	0.5	-6	-2.4
Pay Gap between Male and Female Median		0.2	-0.3	-0.6
Bonus Gap
Bonus Gap Mean
Bonus Gap Median
Males Receivng a Bonus		0	0	0
Females Receiving a bonus		0	0	0
Gender Pay split by pay Quartles
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	84	87

THE HUMAN SUPPORT GROUP LIMITED	2022	2021	2020	2019
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 Mean				68
Bonus Gap Median				95
Males Receivng a Bonus	0	0	0	9
Females Receiving a bonus	4	0	0	13
Gender Pay split by pay Quartles
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

TOTAL COMMUNITY CARE LIMITED	2022	2021	2020	2019
Pay Gap	%	%	%	%
Pay Gap between Male and Female Mean	less than 250 employees at snapshot date	-2.7	-0.6	-0.1
Pay Gap between Male and Female Median		-0.3	4.5	1.1
Bonus Gap
Bonus Gap Mean			-70.4	3.5
Bonus Gap Median			0	-100
Males Receivng a Bonus		0	2.7	10.9
Females Receiving a bonus		0	3.9	5.1
Gender Pay split by pay Quartles
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

	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