Gender Pay Gap Report 2024 at Urgent Care Limited
Explore the Gender Pay Gap Report for 2024 at Urgent Care Limited, highlighting the mean and median pay gaps between male and female employees, workforce diversity statistics, bonus disparities, and the company's commitment to closing the gender pay gap through diversity and inclusion initiatives.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
Gender Pay Gap Report Urgent Care Limited 2024 1
Gender Pay Gap Report Our colleagues are passionate about creating an exceptional experience for patients, and we are dedicated to delivering the highest standards of quality and safety. We cannot do this without a workforce that is diverse and inclusive. The gender pay gap shows the difference between the average (mean or median) earnings of men and women. The mean is the average and the median is the middle number when hourly rates are placed in order from lowest to highest; both calculations are expressed as a percentage of male earnings. Equal pay is not the same as the gender pay gap; it deals with pay discrimination and the differences in pay when members of the opposite sex are paid differently but yet they carry out the same work, similar work or work of equal value. We are committed to supporting equality through fair pay and we strive to ensure that men and women are paid equally for doing equal work. PROPORTION OF WORKFORCE PROPORTION RECEIVING A BONUS 66% 34% 4.5% 4.9% 2
Gender Pay Gap Report Mean Pay Median Pay 100.00 100.00 80.00 80.00 60.00 60.00 40.00 40.00 20.00 20.00 0.00 Non Medical Medical Combined 0.00 Non Medical Medical Combined Male Female Male Female Type Non Doctors Doctors -0.6% -2.0% Combined 28.1% 10.6% Mean gender pay gap Median gender pay gap 1.7% 2.7% 3
Gender Pay Gap Report Mean Bonus Median Bonus 30,000.00 30,000.00 25,000.00 25,000.00 20,000.00 20,000.00 15,000.00 15,000.00 10,000.00 10,000.00 5,000.00 5,000.00 0.00 0.00 Non Medical Medical Combined Non Medical Medical Combined Male Female Male Female Type Non Doctors 39.9% 42.9% Doctors Combined 28.7% 42.1% Mean bonus gender pay gap Median bonus gender pay gap -260.50% -226.8% 4
Gender Pay Gap Report PAY QUARTILES Upper Quartile Split Upper Middle Quartile Split Lower Middle Quartile Split Lower Quartile Split 26% 32% 32% 46% 54% 68% 68% 74% Hourly Rate Range: 11.40 to 13.29 Hourly Rate Range: 28.21 Hourly Rate Range: 13.29 to 15.35 Hourly Rate Range: 15.36 to 28.19 Salary Range: 22230 to 25915.50 Salary Range: 55009.50 Salary Range: 25915.50 to 29932.50 Salary Range: 29952 to 54970.50 WHAT DO OUR RESULTS SHOW? The mean gender pay gap has increased slightly from 2023, the proportion of males and females has remained the same suggesting this likely a result of changes in proportion between the quartiles. Within the Lower quartiles the number of males has reduced slightly, however in the Upper quartiles the proportion of males has increased with the largest increase being in the Upper quartile. The proportion of employees receiving bonus s has significantly reduced from last year, the mean bonus gender pay gap has reduced and there is only a small difference in the percentage of males and females receiving bonus s. Whilst the average bonus gender pay gap has reduced, the median bonus gap has increased indicating that the value of male bonus s has increased. CLOSING THE GAP We are committed to maintaining a diverse and gender balanced workforce and we will continue to promote and celebrate diversity and inclusion within the business and the wider community. We will continue to support women in the business through the offering of women in leadership programmes. We support any action designed to highlight the gaps in pay regardless of how these occur. We will work to ensure that all individuals are given equal opportunity to progress within the business in terms of both pay and progression, regardless of gender.
