Nuffield Health has reported a mean gender pay gap of 4.3% for average hourly pay as at April 2019.
The organisation, which currently has over 11,000 employees, reported its gender pay gap data in line with the government’s gender pay gap reporting regulations.
The reporting regulations require organisations with 250 or more employees to publish the differences in mean and median hourly rates of pay for male and female full-time employees, the gap in men and women’s mean and median bonus pay, the proportions of male and female employees awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower-middle, upper-middle and upper quartile pay bands.
Due to the Covid-19 (Coronavirus) pandemic, gender pay gap reporting regulations have been suspended for the 2019/2020 reporting period, however, some organisations have chosen to do so voluntarily.
Nuffield Health’s median gender pay gap is 0.3%, as at April 2019. On average, women earn £1 compared to every £1 their male counterparts earn.
Its median gender pay gap for bonuses paid during the reporting period is 30.2%; which is an increase on the 28.2% gap in 2018. The mean gender pay gap for bonus payments is 47%, compared to 48.9% the year before.
Over the reporting period, 7.2% of female employees and 12.8% of male employees received bonus payments.
Seven in 10 (70%) of employees in the highest pay quartile at Nuffield Health are female, compared to 69% in the second quartile, 72% in the third quartile and 67% in the lowest pay quartile.
Steve Gray, chief executive at Nuffield Health, said: “Our 2019 Gender Pay Gap Report continues to be significantly better than the national average but shows a gap increase from 2018 from 3.4% to 4.3% this year. Women continue to be ahead of men when looking at median pay but also continue to be under-represented at more senior levels which is causing a gender pay gap.
“I’m committed to Nuffield Health being an inclusive employer and supporting a working environment that allows all genders, ethnicities, disabilities and lifestyles to bring their whole selves to work and embraces people’s differences, for our collective advancement. I am under no illusion that this is a significant ambition, but I want to be transparent in our efforts, both in our successes and our failures. I look forward to sharing our progress in the 2020 Gender Pay Gap Report.”