Gender Pay Gap Reporting Statement

Published: March 2021

Context

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 requires all organisations with 250 employees or more to report annually on their gender pay gap. For charities, including Ashgate Hospicecare, this must be published by 4th April each year, and within one year of the ‘snapshot’ data being taken. Ashgate Hospicecare took its ‘snapshot’ data on 5th April 2020.

The gender pay gap is defined as the difference in the average earnings of men and women over a defined time period, regardless of role or seniority.

The report is required to publish data on the mean and median salary pay gap, the proportion of males and females in each pay quartile and the pay gap between males and females for staff who receive bonus payments. As no employees currently receive bonus payments, no bonus data is provided.

Gender Pay Gap Results

On the 5th April 2020 Ashgate Hospicecare employed 331 employees: 281 women and 50 men.

Gender pay gap statistics for Ashgate Hospicecare

Mean gender pay gap: -2.81%
Median gender pay gap: -12.04%

Gender pay gap statistics Full Time Employees

Mean gender pay gap: -5.44%
Median gender pay gap: -7.71%

Gender pay gap statistics Part Time Employees

Mean gender pay gap: -4.72%
Median gender pay gap: -7.91%

Comparison over last 3 years

2018
Mean gender pay gap: -6.71%
Median gender pay gap: -23.20%

2019
Mean gender pay gap: -2.95%
Median gender pay gap: -8.10%

2020
Mean gender pay gap: -2.81%
Median gender pay gap: -12.04%

Gender Split by Pay Quartiles

Lower Quartile
Male: 16.70%
Female: 83.30%

Lower Middle Quartile
Male: 17.90%
Female: 82.10%

Upper Middle Quartile
Male: 11.90%
Female: 88.10%

Upper Quartile
Male: 12.00%
Female: 88.00%

Summary and Statement

According to the Office for National Statistics, nationally the median Gender Pay gap for all employees in April 2020 was 15.5% down from 17.4% in the previous year. Ashgate Hospicecare stands significantly below this at -12.04%. This shows a slight bias towards women in line with previous GPG reports for the hospice, although this gap has halved in the course of 2 years.

The mean gender pay gap for the hospice shows that on average for every £1 men earn, women are earning £1.03. The median gender pay gap shows that on average for every £1 men earn, women are earning £1.13.

Table 4 shows the mean gap has consistently reduced since 2018 when reporting started.

The hospice remains committed to carrying out annual equal pay audits to ensure equal work of equal value is recognised and where required, adjustments are made accordingly. Our organisational values and ‘One Ashgate’ ethos provide the basis of our framework for pay and career progression.

We remain focused on creating a working environment that is progressive, safe, and supportive of carer responsibilities, flexible working options and family friendly policies. However, we know that there is always progress to be made to improve pay parity across staff groups.

We recognise the valuable contribution of all our people, and the importance of equity and flexibility in being able to deliver the very highest levels of care to our patients and supporters.

I confirm this data as true and accurate:

Barbara-Anne Walker
Chief Executive

Definitions

• Gender pay gap (GPG) – calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men. For example, a 4% GPG denotes that women earn 4% less, on average, than men. Conversely, a -4% GPG denotes that women earn 4% more, on average, than men.

• Mean – a measure of the average which is derived by summing the values for a given sample, and then dividing the sum by the number of observations (i.e. jobs) in the sample. In earnings distributions, the mean can be disproportionately influenced by a relatively small number of high-paying jobs.

• Median – the value below which 50% of jobs fall. It is ONS’s preferred measure of average earnings as it is less affected by a relatively small number of very high earners and the skewed distribution of earnings. It therefore gives a better indication of typical pay than the mean.

• Full-time – employees working more than 30 paid hours per week.

Read our latest Gender Pay Gap Reporting Statement here.