Gender pay gap report for 2023-24

Salary pay quartiles

The following table separates our entire workforce into four equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees in each quartile.

Action plan to address gender pay disparity

We are committed to reducing, and subsequently closing, any identified gender pay disparity. This commitment, however, is made in line with our understanding that a period of time and exploration of a number of different actions may be needed in order to achieve this aim. In our findings the representation of males whilst lower than that of females is rising in the lower quartiles and this impacts the Gender Pay Gap and reduces the disparity. The males have higher representation in IT over all other departments and these roles generally fall in the higher paid quartiles.

Our mean gender bonus pay is 21% higher for women. This is because the majority of all roles that attract a bonus are currently filled by females, these being the roles that relate to operations in care where generally care receivers prefer to have females delivering care as lone workers in their homes.

On reviewing the upper, middle and lower salary quartiles: we have 9 staff in directorial, Senior Management Roles, of which 4 are male and 5 are female. The two highest paid employees are the MD and FD, one female and one male. They are both on the same salary. Of the other 7 staff, salaries are in line with national standards and regardless of gender for the roles they do.

The same applies to the middle and lower salary quartiles with all staff, regardless of gender receiving the same pay for equal roles- this means all carers receive the same pay rate regardless of their gender, we have geographical and length of service differences, and find the care roles are becoming more attractive to male applicants.

Whilst the results have been very positive, here at Abicare we are committed to continual evaluation and improvement. We have the opportunity for hybrid working for our office-based teams and we work tirelessly to identify areas where we can improve – at recruitment, promotion & leadership recruitment, to ensure no one is excluded, diversity and unconscious bias training. Our ongoing action plan is part of the Organisation’s commitment to equality and diversity, and is continually reviewed and amended in line with internal policies that are relevant to this commitment.

We are keen to be a market leader in the care sector and offer career progression at all levels and we are also keen to develop a diverse and inclusive culture. Most of our senior and middle managers, all have progressed through the company starting as carers or similar. We see Personal Development Plans as an important part of a members’ journey with us and are committed to ensure equal representation across the board.

Confirmatory statement –I confirm that the information set out in this gender pay gap report is accurate and calculated in accordance with the Regulations.

Steve Carter
CEO