GENDER
PAY
GAP REPORT
2022
Inclusion diversity AND
‘Men represent 14.5% of our workforce which is lower than the health and social care industry average, we plan to increase this figure to 15% by 2024’ ‘Today our mean gender pay gap in Provide is 20.9%, higher than the UK average of 13.9%.’ (Office of National Statistics, 2022)
‘In an industry where our Health and Social Care workforce and pipeline of talent is overwhelmingly female. We have introduced a range of measures to support our goals and we have increased the number of men in our workplace by 3.1% since 2020.’ Siobhan Morrison, Group Chief People Officer.
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April 2022 workforce data
PROVIDE GENDER PAY GAP REPORT 2022
AT PROVIDE
PROVIDE’S COMMITMENT TO DIVERSITY, WHICH STARTS AT THE TOP, MAKES OUR BUSINESS STRONGER, SMARTER AND MORE SUSTAINABLE. Becoming a truly inclusive and diverse company is not only the right thing to do, it is crucial to improving business performance. We offer an inclusive environment regardless of socio-economic background, ethnicity, religion, gender, sexual orientation, age or disability and seek to have a workforce reflecting the diversity of the communities we support. A diverse workforce provides a broader range of viewpoints and variety of knowledge which improves decisionmaking and problem-solving, which are critical to improving the service we provide.
PROVIDE GENDER PAY GAP REPORT 2022
WHAT IS THE
gender pay gap
?
The Gender Pay Gap is the difference in pay between men and women explained through various statistics. It is influenced by a range of factors, including the demographics of a company’s workforce.
THE GENDER PAY GAP IS DIFFERENT FROM EQUAL PAY
Equal pay Men and women are paid the same for the same or similar job
‘Equal Pay’ is about a man and a woman receiving equal pay for the same or similar job. Along with equal pay, Provide is committed to fostering a transparent and fair working environment, rewarding employees based on the company’s performance.
MEAN PAY GAP The mean gender pay gap is the difference in the average hourly pay for women compared to men, within a company.
National average LOWEST PAID
HIGHEST PAID
The national median gender pay gap is 14.9%* *Office of National Statistics 2022
MEDIAN PAY GAP The median represents the middle point of a population. If you lined up all the women in a company and all the men in order of hourly pay rate, the median pay gap is the difference between the hourly pay rate for the middle woman compared to that of the middle man.
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PROVIDE GENDER PAY GAP REPORT 2022
In the median pay gap for women is 20.5% less than men
RESULTS Provide is made up of multiple companies, with the largest proportion of the workforce in nursing, health and social care. Looking at our total group workforce our gender pay gap analysis shows the following:
In comparison, the national median pay gap shows that women earn 14.9% less than men*
GENDER PAY GAP 20.9%
The mean pay for men is 20.9% higher than that of women
20.5%
The median pay for men is 20.5% higher than that of women
Our pay gap is 20.9% (or £4.19) in favour of men and is largely due to the high representation of men in the upper pay quartile. Our mean pay gap is higher than the 13.9% national average. We are looking to improve male representation in the other three pay quartiles, particularly into nursing, health and social care roles. Roles which influence our gender pay gap include Community Matron. If we were to remove Community Matron from our results our mean pay gap would increase from 20.9% to 22.8% above the national mean gender pay gap of 13.9%.
-100%
-100%
The median bonus pay for men is 100% lower than that of women
Across Provide no men receive a bonus (see above right). A mean bonus gap of 100% in favour of women shows a variance of 100% (or £36,192) in favour of women. At the time of this report there is no wide-scale bonus plan payments made at Provide, the bonus sums reported in this document can solely be attributed to the Clinical Excellence Awards which can range considerably in size, this explains the small number of bonus recipients and the large difference in both mean and median bonus pay between men and women. A negative number indicates that women on average earn more than men.
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* Office for National Statistics 2022 This data represents our April 2022 results
0%
0.1%
POPULATION BY PAY QUARTILES
GENDER BONUS PAY GAP The mean bonus pay for men is 100% lower than that of women
PROPORTION OF MEN AND WOMEN PAID A BONUS
OUR REPORTING Our bonus figures represent annual cash bonuses for Clinical Excellence Awards only
Quartiles represent the pay rates from the lowest to the highest for our Provide employees split into four equal sized groups, with the percentage of men and women in each quartile. 18.6%
UPPER
81.4%
11.3%
UPPER MIDDLE
88.7%
10.1%
LOWER MIDDLE
89.9%
9.3%
LOWER
90.7%
MOST COMMON ROLES
Upper: Community Matron Upper Middle: Community Nurse Lower Middle: Healthcare Assistant Lower: Administrative Assistant
progress plans 50
PROVIDE GENDER PAY GAP REPORT 2022
OUR
AND
Improving gender balance at all levels is a key priority for Provide.
Women now account for 50% of Senior Leadership Team positions in Provide, up from 33.3% in 2020. We recognise there is more work to improve the representation of men throughout our business, particularly in nursing, health and social care roles. Equality is at the heart of our organisational culture. Having a gender balanced profession in nursing, health and social care is important, as Provide’s workforce needs to reflect the society we live in. We are committed to bringing about change across the business and have set a challenging target to achieve our ambition.
%
50%
Women represent 50% of Senior Leadership Team positions in our group businesses, up from 33.3% in 2020 Women represent 50% of the Provide Leadership Team positions in our group businesses, down from 57.9% in 2021
RECRUITMENT
OUR CULTURE
PROGRESSION
We are recruiting more men, and from the diverse communities we support we aim to have fully inclusive talent pools.
We are building an inclusive culture where employees can be themselves and do their best work.
We are providing access to learning and development for all employees, ensuring men and women are given fair and equal opportunities to progress in their chosen occupation.
We have set a target to increase the number of men in our Provide workforce to reach 15% by 2024. In occupations such as nursing and healthcare support worker roles where traditionally there have been more women, we have introduced initiatives to improve gender balance and are changing our recruitment strategy to attract more men. Changing the images used in our recruitment campaigns to attract more men and better reflect the diversity of the communities we serve. Working in partnership with ‘Men Into Nursing Together’ (MINT) to create a pipeline of male nurses to improve our gender balance in the nursing occupation and increase our gender diversity.
Increase opportunities for part-time and flexible working arrangements. Greater alignment of career development to modern work practices. Provide have introduced a Men’s Network to help shape the culture more generally for men in nursing, health and social care roles. In doing so, as an organisation Provide can then truly represent the issues that concern men in its workforce.
Introduce a men’s mentoring programme to ensure that a supportive environment for men when entering nursing, health and social care roles. We will also provide coaching for women in managerial and leadership roles. Supportive networks to foster and promote a self-supportive environment.
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PROVIDE GENDER PAY GAP REPORT 2022
Siobhan Morrison, Group Chief People Officer
‘The results of our Gender Pay Gap Report have been independently calculated and we confirm that the information and data reported are accurate and in line with the UK government’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.’
Mark Heasman, Group Chief Executive Officer
‘At Provide, fairness in our pay practices, including equal pay for equal work, is fundamental to our pay philosophy and we support the fair treatment and reward of all employees irrespective of gender. Our gender pay gap is higher than the national average, however, we are working hard to narrow it. To achieve this, we are committed to training and promoting women and improving how we recruit more men into nursing, health and social care roles, recruiting from the widest possible talent pool to increase our diversity.’
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