University Hospital Southampton

University Hospital Southampton

On 1st May 2021, IHSS Limited undertook the ongoing operation of the Sterile Service Department (SSD) at Southampton General Hospital (UHS). This includes the provision of all SSD services to UHS, including endoscopy decontamination.

The partnership also includes the creation of a state-of-the-art decontamination ‘Super Centre Facility’ at UHS’s Adanac Park Health Campus, which is currently being designed. This is a landmark opportunity for IHSS, making this our 5th facility and allows us to realise our new design and efficiency concepts. This new building will be our most advanced and carbon efficient.

IHSS laboratory

“We feel very privileged to be able to provide this service for UHS and the local community. The Trust’s focus has always been the best possible care for their patients and IHSS look forward to continuing our long history of high-standards through this partnership for many years to come.”

Gary Clarke
IHSS Managing Director

2021- IHSS Ltd. Gender Pay Gap Report

At IHSS Limited, we value partnerships and collaborations. As an organisation we aim to employ individuals diverse in characteristics, values, beliefs and background. The organisation will simultaneously aim to foster an inclusive work environment in which all employees feel respected, accepted, supported and valued.

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.

IHSS Laboratory

What is our Gender Pay Gap?

Our mean gender pay gap is 5.4% which is lower than the reported figure in 2020 (6.0%).
Our median gender pay gap is reduced from 2020, with a movement from 1.9% to -2.1%.

IHSS gender pay gap 2020-21
Clock

Hourly Pay Gap

Mean

When comparing mean (average) hourly pay, women’s mean hourly pay is 5.4% lower than men’s.

Median

In this organisation, men earn £0.98 for every £1 that women earn when comparing median hourly pay. Their median hourly pay is 2.1% lower than women’s.

What is our Bonus Gap?

No bonuses were paid during the 12 months preceding the 6th April 2021.

Pay Quartiles

Within the charts below we have shown the distribution of gender across our four pay quartiles within IHSS. On the 6th of April 2021 we employed 371 people.

Lower hourly paid quarter 2020-21
Upper middle hourly paid quarter 2020-21
Lower middle hourly paid quarter 2020-21
Upper hourly paid quarter 2020-21

How do we plan to close the Gender Pay Gap?

Despite taking definite steps forward in recent years, we are still striving to eliminate our gender pay gap. Our Senior Leadership team are committed to this goal; in fact, the introduction of female colleagues within senior management roles is demonstrating the benefits and value of a balanced team across all levels of the organisation.

The gender pay statistics are showing we are moving the needle in the right direction, this is due to initiatives such as:

  • Educating and training our hiring managers  in line with our recruitment beliefs, policies and procedures. This has produced benefits such as:
    • giving us a bigger talent pool
    • increasing employee engagement and trust
    • providing more opportunities for innovation
  • Established salary bands for each job role within the organisation, which promotes transparency and invites negotiation around an employee’s salary and reward structure.
  • Increased participation in flexible working which • has enabled parents to better manage the demands at home alongside full-time or part-time employment.

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.

IHSS Team Meeting

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%.

IHSS Gender Pay Gap 2019-20
Clock

Hourly Pay Gap

Mean

When comparing mean (average) hourly pay, women’s mean hourly pay is 6.0% lower than men’s.

Median

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 mean bonus gap 2019-20

Women’s median bonus gap

Women’s median bonus gap 2019-20
£

Bonus Pay Gap

Mean

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.

Pay Quartiles

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.

Lower hourly paid quarter 2019-20
Upper middle hourly paid quarter 2019-20
Lower middle hourly paid quarter -2019-20
Upper hourly paid quarter 2019-20

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

33%

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