Newcross publishes gender pay report
Our colleagues in Finance have been working hard crunching numbers and have just published our first report on pay for men and women in Newcross. And we’re really rather pleased with the results…
Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. In some sectors, there’s a huge disparity between genders and this is widely recognised as being both unfair and unhelpful.
Nationwide, it’s estimated that in over three quarters of organisations, average pay for male staff is higher than their female colleagues.
In contrast, the results from our analyses show that across Newcross, the gender split is reasonably consistent, reflecting our commitment to equality at all levels of our organisation. Male and female staff are paid similarly across all grades and the same proportion of male and female staff are paid bonuses.
Women are strongly represented in all areas, including some fields where a male bias would be expected, such as our technology research and development team. Indeed, the executive board comprises three women and two men.
“We’ve always recruited, paid and promoted staff based on merit. We’re really only interested in professional standards. Trust, empathy and expertise are the key characteristics we look for, regardless of gender or indeed ethnicity or sexuality,” said Michelle Gorringe RN, co-founder and managing director of Newcross.
There is a natural gender skew in the healthcare sector, with a larger proportion of female nurses, healthcare assistants and support workers. Compared with the UK as a whole, we’re probably got a slightly higher percentage of male carers but we’d certainly love to see more men entering the profession.”
One area where there was a disparity between the genders was in the average value of bonuses. While the proportion of male and female staff receiving performance-related payments was equal, the average size of bonuses was about a third higher for male staff.
Tracy O’Kennedy, Human Resources Director, attributes this to the gender split within certain tiers of management. “Women and men are certainly treated equally but in some leadership roles we have got more male than female people. It’s something that we’re acutely aware of and have been addressing, in part through our increased investment in coaching and support programmes.”
Launched in 2017, there are a series of Learning & Development schemes designed to build confidence and skills in individuals to accelerate their career progression.
“Initiatives such as our Explorer and Voyager programmes have been designed to nurture talent and bring out the best in ambitious staff, regardless of gender. I’m confident that when we undertake our next review, we’ll see a significant shift to address this imbalance. We’re already seeing signs that this will have an impact on the number of female staff taking on key leadership roles.”
In an earlier survey of staff, overall levels of trust and satisfaction for men and women were shown to be high, with 9 out of 10 employees agreeing that they would recommend Newcross to care for their own loved ones.
Please note that the gender pay gap figures are as of 5th April 2017. You can download the full report from our Resource Library.