2020- IHSS Ltd. Gender Pay Gap Report
IHSS Limited are totally committed to producing an environment that cherishes equality and diversity, it is our belief that this level of inclusion will deliver excellence in service for our customers and patients.
Gender Pay is not the same as Equal Pay. A gender pay gap is a measure of the difference in the pay of men and women across an entire organisation, regardless of the nature or level of their work. It is different from an equal pay comparison, which involves a direct comparison of two people or groups of people carrying out the same work or work of equal value.
What is our Gender Pay Gap?
Our mean gender pay gap is 6.0% which is lower than the reported figure in 2019 (8.5%). Similarly, our median gender pay gap is lower than in 2019 having reduced from 3.4% to 1.9%.
Hourly Pay Gap
When comparing mean (average) hourly pay, women’s mean hourly pay is 6.0% lower than men’s.
In this organisation, women earn £0.98 for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 1.9% lower than men’s.
What is our Bonus Gap?
Bonus Pay for this report includes any payment made in the preceding 12 months to April 2020. This will include any management bonus scheme which is paid at a percentage of salary.
Our mean bonus gap has decreased significantly from 2019, where women’s mean bonus gap was 77.8% lower than men’s, now the gap is 29.7%. The median bonus gap shows that men’s bonus pay is 6.4% lower than women’s, which is – again – vastly different from 2019 when women’s median bonus pay was 28% lower than men’s.
In our organisation, 4.2% of women earned bonus pay, whereas 8.7% of men earned bonus pay.
Our bonus schemes are gender neutral by design and the same rules apply to all eligible employees.
Women’s mean bonus gap
Women’s median bonus gap
Bonus Pay Gap
When comparing mean (average) bonus pay, women’s mean bonus pay is 29.7% lower than men’s.
In this organisation, men earn a bonus of £0.94 for every £1 that women earn when comparing median bonus pay. Their median bonus pay is 6.4% lower than women’s.
Within the charts below we have shown the distribution of gender across our four pay quartiles within IHSS. On the 6th of April 2020 we employed 397 people.
How do we plan to close the Gender Pay Gap?
It is our aim to bring a gender balance across our organisation, including at senior management level. By increasing our female representation in the Upper Middle and Upper pay quartiles we will be able to shrink the gender pay gap and the bonus pay gap.
We are making progress and can share key actions that have now been completed:
- We have developed new gender reports which are submitted on a quarterly basis to the board and our parent company. This allows us to monitor gender distribution across the organisation in more timely and accurate way.
- Our recruitment process has been overhauled with a new structured interview and selection method. This includes gender neutral selection criteria and a balanced selection panel.
Recent appointments to our Senior Leadership Team have increased female representation to