Care UK’s Residential Care Services division is committed to ensuring that it employs people with the right mix of talent, skills and potential to provide first class care to our residents.
Pay & bonus gap
Difference between men and women
The table above shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (i.e. 5 April 2018). It also captures the mean and median difference between bonuses paid to men and women at Care UK Residential Care Services in the year up to 5 April 2018, i.e. for the 2017 performance year.
This shows that 0.7% more men were paid a bonus than women in 2017.
The above image illustrates the gender distribution at Care UK Residential Care Division across 4 equally sized quartiles, each containing just 2,500 colleagues.
What we are doing to address the Gender Pay Gap
- Our recruitment policy is and has always been to recruit the right person for the job regardless of gender, race and ethnicity.
- We continue to benchmark salaries and bonus to ensure equal pay and fair for the role they are recruited to do.
- We have a talent strategy which focuses on performance and potential regardless of gender, race and ethnicity.
- We support all colleagues by developing and promoting an inclusive culture through excellent recognition schemes and employee involvement programmes.
- We support requests for exible working and have a good mix of full time and part time colleagues.
These statistics demonstrate that we employ more women than men across the division; this is general in the healthcare sector. The data presented confirms that we are paying people fairly based on their skills and qualifications. Our recruitment process ensures that it remains fair, inclusive and impartial.
I confirm the data reported is accurate.
Chief Executive Officer