Gender Pay Gap Report 2021

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 2021.

On this date The Avalon Group had 341 employees relevant to this analysis, with a gender split of 72% female and 28% male.  For the first time in three years, we have seen an overall increase in the percentage of males employed at Avalon, the increase seen in the lower pay quartile roles.

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

  2021 2020
Mean gender pay gap 0.11% £-0.12 0.24% £-0.24
Median gender pay gap 0.46% £0.43 0% £0.00


The proportion of male and female employees at each quartile pay band is shown below:

  2021 2020
Pay Quartiles Male Female Male Female
Quartile 1 – Lower 33% 67% 30% 70%
Quartile 2 – Lower Middle 35% 65% 26% 74%
Quartile 3 – Upper Middle 26% 74% 27% 73%
Quartile 4 – Upper 16% 84% 19% 81%


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 15.4% in 2021, compared with 14.9% in 2020.

Our results indicate that our pay gap is once again significantly lower than the UK average, although the national figures were affected by the Coronavirus pandemic which saw many workers placed on furlough.  Our pay gap is also significantly lower than the figures published for Care Workers and Home Carers who nationally have a pay gap of 1.3% 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 a very small gap with females earning more than males using this calculation.

The quartile splits show a higher proportion of females across all of the quartiles, and is in line with our overall organisational split of 72% 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.




Larry Hollando

Chief Executive

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