Our 2021 gender
pay gap report

Care UK is committed to ensuring that it employs people with the right mix of talent, skills and potential to provide first class care to residents.

Pay & bonus gap

Difference between men and women


MeanMedian
Hourly fixed pay10.1%
3.0%
Bonus paid-29.2%-4.7%

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 2021). It also captures the mean and median difference between bonuses paid to men and women at Care UK in the year up to 5 April 2021, i.e. for the 2020 performance year

Bonuses


This shows that a slightly bigger proportion (0.7%) of men than women received a bonus for the 2020 performance year. Temporary bonus and pay decisions, made to ensure focus on our front line teams during the pandemic have impacted on the values (for example, creating a bonus gap in favour of women). 


Pay quarters

The above image illustrates the gender distribution at Care UK across 4 equally sized quarters, each containing 2,602 colleagues.

What we are doing to address the Gender Pay Gap

  • We continue to focus on improving gender diversity at senior level roles with an equal 50% split of women and men on our extended leadership team and 4 women and 6 men on our Executive team. At an Executive Team and Care UK Board level, there are more men which has a disproportionate impact on the gender pay gap.

  • We are investing in a programme of development opportunities available to all of our colleagues including leadership and professional qualifications to support gender balance and diversity as and when great opportunities arise.

  • We are embedding a thorough and objective approach to succession and talent planning, identifying future opportunities and putting in place actions and programmes to ensure a level playing field and gender balance when promotions become available.

  • We support requests for flexible working and have a good mix of full time and part time colleagues.

  • We regularly listen to our colleagues through a feedback forum with representatives from all of our homes, finding out what is important to them and engaging them in this topic.

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.

Andrew Knight
Chief Executive Officer