Avalon Group (Social Care) is an adult social care charity providing person-centred support to working age adults, promoting independence and choice in their everyday lives.
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 2025.
On this date Avalon Group had 371 employees relevant to this analysis, with a gender split of 70% female and 30% 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
| 2025 | 2024 | |||
| Mean gender pay gap | -6.81% | £0.78 | -6.83% | £0.80 |
| Median gender pay gap | 0.00% | £0.06 | 0.00% | £0.00 |
The Mean Gender Pay Gap shows the mean hourly rate for women at Avalon is 6.81% more than men, with females earning £12.53 per hour compared to males who earn £11.75 per hour.
The Median Gender Pay Gap is less than 1%.
The proportion of male and female employees at each quartile pay band is shown below:
| 2025 | 2024 | |||
| Pay Quartiles | Male | Female | Male | Female |
| Quartile 1 – Lower | 31% | 69% | 30% | 70% |
| Quartile 2 – Lower Middle | 23% | 77% | 24% | 76% |
| Quartile 3 – Upper Middle | 32% | 68% | 29% | 71% |
| Quartile 4 – Upper | 35% | 65% | 33% | 67% |
Bonus Gender Pay Gap
Avalon has continued to make use of bonus payments to support ongoing recruitment which include a welcome incentive and ‘Refer a Friend’ scheme.
| 2025 | 2024 | |||
| Mean gender pay gap bonus pay | -4.00% | £62.50 | -3.40% | £12.12 |
| Median gender pay gap bonus pay | 0.00% | -£62.50 | 0.00% | £0.00 |
4% of men and 4% of females received a bonus payment.
The mean bonus pay gap is -4.0%, indicating that women received a slightly higher average bonus payment than men during the reporting period. The median bonus pay gap remains at 0%, meaning the typical bonus payment received by men and women is the same. Because relatively few employees receive a bonus and payments are typically fixed welcome bonuses, small changes in who receives a payment (ie the number of males and females) can influence the mean bonus gap year to year.
Analysis of our Data
Our gender pay gap continues to remain stable, with our figures showing that females are earning more than males, although the gap is small. This is due to female representation at our senior manager level in the reporting period, together with a small proportion of higher earners (due to hours and shifts) in Support Worker/Support Co-ordinator roles.
The quartile splits show a higher proportion of females across all of the quarters and is in line with our overall organisational split of 70% female workforce.
According to the ONS Annual Survey of Hours and Earnings, the gender pay gap among all employees was 12.8% in 2025, compared with 13.1% in 2024 showing males earning more than females, but this gap has been in slow decline over time, falling by approximately a quarter over the last decade (ONS Annual Survey of Hours and Earnings 2025). Our results indicate that our pay gap in favour of female employees goes against the national trend.
Our figures compare to sector data published for Care Workers and Home Carers (ONS survey) who nationally have a pay gap where women earn 1.4% more than men, with an average hourly rate of £13.47 per hour compared to males who receive £13.28 per hour (ONS Annual Survey of Hours and Earnings). Our figures are therefore following the national trend within the care sector.
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.
Emma Williams
Chief Executive
