Avalon Group (Social Care) is a well-established social care charity, with an excellent reputation for the services we provide, which include community support, supported living, support for people with Dementia and our pioneering approach to social care through our Shared Lives scheme.
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires any legal entity with more than 250 employees to produce an annual report of the pay gap between its male and female employees. The following report has been produced in compliance with these regulations and provides the results of the statutory calculations based on the snapshot date of 5 April 2020.
On this date The Avalon Group had 338 employees relevant to this analysis, with a gender split of 75% female and 25% male.
The gender pay gap is the difference in average salaries between men and women irrespective of roles and seniority. This measure is different to that of equal pay, which looks at the difference in the total earnings for men and women performing equal or comparable work.
Gender pay gap calculation results
|Mean gender pay gap||0.24%||£-0.24||0.70%||£-0.158|
|Median gender pay gap||0%||£0.00||-0.37%||£0.01|
The proportion of male and female employees at each quartile pay band is shown below:
|Quartile 1 – Lower||30%||70%||29%||71%|
|Quartile 2 – Lower Middle||26%||74%||21%||79%|
|Quartile 3 – Upper Middle||27%||73%||28%||72%|
|Quartile 4 – Upper||19%||81%||21%||79%|
Bonus Gender Pay Gap
The Avalon Group paid a Christmas bonus to all employees during this period. As the same amount was paid to all, there was no bonus pay gender pay gap.
Analysis of our Data
According to the ONS Annual Survey of Hours and Earnings, the gender pay gap among all employees was 15.5% in 2020, down from 17.4% in 2019.
Our results indicate that our pay gap is once again significantly lower than the UK average. It is also significantly lower than the figures published for Care Workers and Home Carers who nationally have a pay gap of 1.8% with male workers earning more than female workers in this category (ONS Annual Survey of Hours and Earnings).
Our gender pay gap continues to remain stable, with our ‘mean’ figures showing that men are earning more than women, although the gap is small. This is due to male representation at our senior manager level, together with a small proportion of higher earners (due to hours and shifts) in Support Worker/Support Co-ordinator roles.
Our ‘median’ figures show the difference between the employee in the middle range of male pay and the middle employee in the range of female pay, and this year we report that there is no gender pay gap using this analysis.
The quartile splits show a higher proportion of females across all of the quartiles, and is in line with our overall organisational split of 75% female workforce.
We remain committed to providing equal employment opportunities for all employees and job applicants, and will continue to review our policies and procedures to ensure we uphold this commitment.