Gender Pay Gap Report 2020 - Health Services - ICS pay gap/gend… · Gender Pay Gap is the proportion of part-time workers, as the calculations only take account of the actual pay

Gender Pay Gap Report 2020

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2ukics.com Gender Pay Gap Report 2020

A note from our CEO:

Understanding and taking steps to improve our gender pay gap across our organisation is the only way to be sustainable for the future, and most importantly to meet our clients’ diverse range of expectations.

For us, the focus on equal opportunities is not just restricted to gender diversity. Over the last two years, we have already made positive steps across our organisation in relation to equal opportunities more broadly to remove any perceived barriers to career progression.

However, we acknowledge that to impact our gender pay gap materially, a longer-term plan is needed; our actions need to span across our entire organisation - something we are very focused on putting in place as we move forward.

There is always more work to be done and we remain committed to embracing a dynamic workplace that enables everyone to thrive.

Mike Barnard CEO


How do we measure the gap?

The Government provides specific calculations on how the Gender Pay Gap is calculated, with detailed guidance on formulating the data to present the following:

• The mean & median pay gap

• The mean & median bonus

• The proportion of male and female employees who receive a bonus

• The proportion of male and female employees within each pay quartile

We are reporting on each of the individual legal entities operating within the ICS Group who have met the 250-employee threshold (as seen in the table displayed in Annex A), but have set out our report to focus on the overall Independent Clinical Services results, which we believe provides for greater transparency on our true gender pay gap opportunity.

What is the gender pay gap (GPG)?

This is the measure of the difference between the average male and female earnings across an entire organisation, regardless of the nature of work performed across the workforce.

It is important to note that the gender pay gap is not an equal pay comparison, which separately measures how much men and women are paid for carrying out the same or similar roles.

Mean pay gap

Median pay gap

The mean gender pay gap is the difference in the average hourly pay for women compared to men.

The median represents the mid-point of a population if you separately lined up all women and men from lowest to highest paid. The median pay gap is the difference between the hourly rate for the middle woman compared to the middle man.

male

female

female male

£ £ £ £


92%73%

6%13%

Understanding our Workforce Profile

We employ and engage with more than 20,000 people in a diverse range of health, life sciences, diversified healthcare and social care roles. As such, our payroll includes both direct employees, as well as candidates (who we engage with to fulfil roles on behalf of ICS businesses) across the many services we offer.

Our candidates make up 92.5% of employees falling in scope for GPG reporting, with 7.5% reflecting our direct employees. As a result, our Gender Pay Gap largely reflects our candidate workforce, and we fully appreciate that our actions to address our gender pay gap need to take account of both our candidates and our direct employees.

A factor that specifically influences our Gender Pay Gap is the proportion of part-time workers, as the calculations only take account of the actual pay and not the full time equivalent. The increased proportion of female part time employees is shown below (the data is too complex to capture for our Candidates);

Male | Female

12.4%6.5%

Proportion of bonus payments made

Pay quartiles

Band

D(Upper)Female: 4,329Male: 1,587

Band

C Female: 4,928Male: 987

Band

BFemale: 4,613Male: 1,302

Band

A(Lower)Female: 4,472Male: 1,443

73%

27%

All employees

83%

17%

78%

22%

76%

24%

4,6

79 c

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5,3

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17,185 candidates

1,15

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18,342 female

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female male

All Employees

Full Time Casual Part TimeFull Time Casual Part Time

2%14%


male malefemale female

Our gender pay gap at ICS

Mean and Median pay gap

• Our mean pay gap demonstrates that on average men are paid 14% higher than women, which represents a slight decrease from our previous years reporting of 0.3%.

• The median pay gap displays that on average women are paid 2% (rounded) higher than men; representing an increase since 2018 in a gap existing in favour of women.

To put this in perspective the UK has a national median GPG of 17.3%, which has fallen slightly since 2018 (17.8%).

Our results therefore indicate both a GPG trend that is below that of the national average in the UK, but also one that is displaying positive signs towards a reduction in our overall GPG from previous years.

Male | Female

2019 2018 2017 Mean Gender Pay Gap

Mean Gender Pay Gap Median Gender Pay Gap

Mean Bonus Pay Gap

14%

15.7%

15.7%

Median Bonus Pay Gap

14% less

72% less

56% less

£1 £.86

Median Gender Pay Gap

Mean Bonus Gender Pay Gap

Median Bonus Gender Pay Gap

2% less

£.98 £1

£1 £.28

£1 £.44

-1.9%

0.9%

0.4%

72%

70.4%

70.2%

55.6%

59.7%

48.2%

Male | Female



Mean Bonus Pay Gap

14%

15.7%

15.7%


14% less

72% less

56% less

£1 £.86




2% less

£.98 £1

£1 £.28

£1 £.44

-1.9%

0.9%

0.4%

72%

70.4%

70.2%

55.6%

59.7%

48.2%

Median gender pay gap

Median gender pay gap

Mean gender pay gap

Mean gender pay gap

Source: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2019

Mean Gender Pay Gap Mean Gender Pay Gap

Median Gender Pay GapMedian Gender Pay Gap

Mean Bonus Pay Gap

Mean Bonus Pay Gap



14% 15.7% 15.7%

72% 70.4% 70.2%

55.6% 59.7%

48.2%

-1.9% 0.9% 0.4%

Mean Gender Pay Gap


Mean Bonus Pay Gap




Mean Bonus Pay Gap

Mean Bonus Pay Gap



14% 15.7% 15.7%

72% 70.4% 70.2%

55.6% 59.7%

48.2%

-1.9% 0.9% 0.4%

Mean Gender Pay Gap


Mean Bonus Pay Gap


0.4%15.7%

20172017

0.9%15.7%

20182018

-1.9%14%

2019 2019




Mean Bonus Pay Gap

Mean Bonus Pay Gap



14% 15.7% 15.7%

72% 70.4% 70.2%

55.6% 59.7%

48.2%

-1.9% 0.9% 0.4%

Mean Gender Pay Gap


Mean Bonus Pay Gap




Mean Bonus Pay Gap

Mean Bonus Pay Gap



14% 15.7% 15.7%

72% 70.4% 70.2%

55.6% 59.7%

48.2%

-1.9% 0.9% 0.4%

Mean Gender Pay Gap


Mean Bonus Pay Gap


male

female

Mean and Median bonus gap

• Our mean bonus gap highlights that on average men are paid 72% more than women (a slight increase from 2018)

In respect of those receiving bonus it is a very small proportion of our overall workforce, with the number of men receiving bonus almost double the number of women, which reflects our overall workforce profile and the types of roles that our men and women tend to gravitate to (typically men in sales roles and women in support roles)

Proportion of Bonus Payments Made

Male | Female

12.4%6.5%


Pay quartiles

Band


Band


Band


Band


73%

27%

All employees

83%

17%

78%

22%

76%

24%

4,6

79 c

andi

da

tes

640 internal

5,3

19 m

al

e employees

17,185 candidates

1,15

7 in

tern

al

18,342 female

em

plo

ye

es

Male | Female



Mean Bonus Pay Gap

14%

15.7%

15.7%


14% less

72% less

56% less

£1 £.86




2% less

£.98 £1

£1 £.28

£1 £.44

-1.9%

0.9%

0.4%

72%

70.4%

70.2%

55.6%

59.7%

48.2%

Male | Female



Mean Bonus Pay Gap

14%

15.7%

15.7%


14% less

72% less

56% less

£1 £.86




2% less

£.98 £1

£1 £.28

£1 £.44

-1.9%

0.9%

0.4%

72%

70.4%

70.2%

55.6%

59.7%

48.2%

Median bonus gender pay gapMean bonus gender pay gap

• Our median bonus gap also highlights that on average men are paid more than women (55.6% more), but this does show a positive decrease from 2018 by approximately 4%.

Median bonus gender pay gapMean bonus gender pay gap

male malefemale female

48.2%70.2%

20172017

59.7%70.4%

20182018

55.6%72%

2019 2019


Pay quartile proportions

Pay quartiles represent the pay rates from the lowest to highest across the organisation, split into four equal-sized groups, with the percentage of men and women represented in each quartile.

The great news is that we have a high proportion of females across each quartile, including in the upper (higher paid) quartile and we have seen a 10% increase in female representation within this highest quartile since our original 2017 report which we are proud of.

Crucially, our UK Operations Board is balanced with a 50:50 gender split, which role-models the opportunity for progression of women into senior positions within our organisation.

Pay quartiles

Male | Female

12.4%6.5%


Pay quartiles

Band


Band


Band


Band


73%

27%

All employees

83%

17%

78%

22%

76%

24%

4,6

79 c

andi

da

tes

640 internal

5,3

19 m

al

e employees

17,185 candidates

1,15

7 in

tern

al

18,342 female

em

plo

ye

es


Direct Employee Snapshot

As our data is influenced by the high proportion of candidates (92.5%) that are required to also be included in our overall calculation, we wanted to also specifically understand our Direct Employee Gender Pay Gap (7.5%) to create appropriate action plans for this group.

Pay Gap Bonus Pay Gap

Mean pay gap 30.2% 68.2%

Median Pay gap 16.4% 40.9%

% receiving bonus payment Male 77.3% Female 66.1%

Male Female

Band A (Lower) 29% 71%

Band B (Lower middle) 30% 70%

Band C (Upper middle) 35% 65%

Band D (Upper) 49% 51%

Considering these results, our immediate priority therefore needs to be focused on reducing our direct employee pay gaps.


Addressing the gap

In our previous reports, we published a 6-point action plan to address our gender pay gap; focusing on equal opportunities, inclusive culture, identifying barriers, transparent opportunities for progression, supporting working parents, and regular benchmarking where the initiatives that we have launched have resulted in a positive outcome.

The following areas are where we have identified opportunity for focused actions across the next 12 months:

Reward and Recognition We will be undertaking an ICS group wide analysis of pay structure and grading, considering basic pay, bonuses and other allowances, which will ensure that we can gain a detailed understanding of why, despite our good gender split across pay quartiles, we are still seeing pay gaps. This analysis will also enable us to better understand what could be driving males and females into specific roles across our organisation, plus any potential barriers that may be perceived to be present.

Management and Leadership development Another 2020/21 focus across ICS is to broaden our development framework and programme offering across the Group. By having in place a consistent framework across our Group of businesses, we can ensure that women (and men) in any area of ICS have a clear line of sight to the development tools and opportunities available to them to support their progression into, and then through, the levels of management and leadership roles within ICS.

Career pathways Our focus on pay and reward structures and broadening of the management and leadership development programme will also coincide with a continued focus on establishing career pathways across our business areas. These pathways will be designed to continually identify and clarify those potential routes into various roles. Part of our aim here will be to address any miss-conceptions around certain roles within the business, and to address any perception of a ‘glass ceiling’ for progression.


Appendix Table

Total

Mean Gender Pay Gap


Mean Bonus

Pay Gap

Median Bonus

Pay Gap

Proportion of Bonus Payments Made

Band A (lower) Band B Band C Band D (upper)

Total Total Total Total Male Female Males Females Males Females Males Females Males Females

Independent Clinical Services Limited

-3.5% 0.3% 55.9% 46.7% 11.1% 7.5%401

(29%)987

(71%)188

(14%)1201

(86%)294

(21%)1095

(79%)309

(22%)1080 (78%)

Pulse 7.7% -6.2% 44.6% 42.2% 8.9% 5.3%902

(23%)3097 (77%)

832 (21%)

3167 (79%)

683 (17%)

3316 (83%)

791 (20%)

3208 (80%)

Maxxima 11.5% 2.1% 56.9% 27% 11.1% 4.9%100

(37%)172

(63%)85

(31%)187

(69%)95

(35%)177

(65%)120

(44%)153

(56%)

Liquid 15.1% 19.9% 60% 83.6% 49.2% 28.1%16

(19%)68

(81%)14

(16%)71

(84%)33

(39%)51

(61%)41

(48%)44

(52%)

Pathology Group 24.3% 35.3% 63.9% 55.1% 21.6% 28.1%47

(46%)56

(54%)66

(64%)37

(36%)80

(78%)23

(22%)75

(72%)29

(28%)

ICS Group 14% -1.9% 72% 55.6% 12.4% 6.5%1443

(24%)4472 (76%)

1302 (22%)

4613 (78%)

987 (17%)

4928 (83%)

1587 (27%)

4329 (73%)

Declaration

We confirm the information and data is accurate and has been calculated in line with the UK Government’s Equality Act 2010 (Gender Pay Gap information) Regulations 2017

Documents

Gender Pay Gap Report 2020 - Health Services - ICS pay gap/gend… · Gender Pay Gap is the proportion of part-time workers, as the calculations only take account of the actual pay