Gender Pay Gap Report
Reporting year: 2025/26
Snapshot date: xxx
Published: xxx
Our Commitment
We’re committed to fair pay and equal opportunity. Each year we publish our Gender Pay Gap information in line with UK Government reporting requirements.
Important: A gender pay gap is not the same as equal pay. Equal pay is about men and women being paid the same for the same work. The gender pay gap shows the difference in average pay between men and women across our organisation.
Our gender pay gap figures
Below are our results for hourly pay and bonuses:
Hourly pay:
Mean gender pay gap: %
Median gender pay gap: %
Bonus Pay
Mean bonus pay gap: x%
Media bonus pay gap: %
Men receiving a bonus: %
Women receiving a bonus: %
Pay quartiles
This shows the gender split across four equally sized pay bands (quartiles), from the lowest paid to the highest paid.
Pay Quartile - Men - Women:
Lower quartile: x%
Lower middle quartile: %
Upper middle quartile: %
Upper quartile: %
What's driving our gender pay gap
In care, pay gaps are often driven by the mix of roles and seniority across an organisation rather than differences in pay for the same job.
For us, the key factors this year include:
- Role distribution: A higher proportion of women work in frontline care roles, while a higher proportion of men are in some senior, specialist, or operational roles.
- Progression and seniority: Senior roles (which are typically higher paid) are not yet as evenly balanced as we want them to be.
- Working patterns: Part-time and flexible working patterns can affect average hourly pay across the organisation.
We keep equal pay under review and use structured pay rates/bands where appropriate to help ensure people are paid fairly for the work they do.
What we’re doing to improve
We’re taking practical steps to reduce our gender pay gap over time. Our focus is on recruitment, progression, and access to development.
Our actions include:
- Reviewing recruitment and job adverts to ensure language is inclusive and role requirements are clear and relevant.
- Supporting progression pathways from frontline roles into senior and specialist positions.
- Improving access to training and development, including leadership development.
- Reviewing flexible working options for management and senior roles where possible.
- Monitoring gender balance and outcomes in recruitment, promotions, and leavers to understand where we can improve.
We’ll report on progress in our next Gender Pay Gap update.
Download the full report
- Gender Pay Gap Report (PDF): Download
View our submission on the Government reporting service
- UK Government Gender Pay Gap reporting service: View submission
Statement of accuracy
I confirm that the gender pay gap information contained in this report is accurate and has been calculated according to the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
[Name] [Job title] [Company name] Date: 24 July 2026
