Gender Pay Gap
Abbots Care is committed to displaying with full transparency the diversity they show throughout their recruitment process. The focus is not just on gender for equal pay and benefits but the staff diversity is apparent through many other areas. The focus remains on employing the right staff to offer first class care at every level.
The company is 100% female owned and has a female Senior Leadership Team. As a family led business they are very supportive of flexible working.
Below shows the difference in gender of the current employees at the snapshot date:
365 woman and 57 men
Below shows the difference in the pay between male and female employee.
9% in favour of men
Some of the reasons for this include:
- The majority of male employees apply for specialist care roles, which is the only non gender care that we are able to offer under our CQC compliance standards. This service is a specialist role and care workers have to commit to longer hours of work due to the demands of hospital discharges.
- As a comparative, the majority of our female workforce request zero hour contracts and work less hours as this enables them to fit in flexible working around family and other commitments.
The nature of care work is extremely fluid and as such care requirements can fluctuate vastly over the course of the year. This particularly applies where service users are being enabled back into the community and require considerable support at the start of their package but less as they are more enabled. As the data provided is a snapshot at a moment in time, this masks the fluctuations in pay gaps.
A recent exercise undertaken by Abbots Care was to contact all employees to determine whether they were satisfied with their current contracts and rates of pay. The vast majority of employees were very satisfied with only 4% of employees opting to change their contracts, which were able to facitlitate.
Abbots Care do not offer different rates to employees based on gender. Our pay scales depend on the employee role and experience, and also geographical location of our service users.
There is a strong emphasis for ongoing training and all employees are encouraged to keep on learning. This also allows internal movement within the company.
18% in favour of men
- These payments were based on performance and attendance.
- The reason that there is a larger percentage for male employees is also due to the fact that their bonuses were based on a percentage of their gross pay. As already highlighted, male employees generally work for longer shifts on specific contracts, and therefore this has a direct correlation to the pay.Quartiles
Upper Middle Quartile
Lower Middle Quartile
These represent hourly pay rates across the whole year. As can be seen from the above analysis, Abbots Care pays fairly across all quartiles, with female employees making up over 80% in each quartile.
Abbots Care do not have any specific criteria for recruitment there is a talent strategy that focuses on ‘finding the right person for the role’ regardless of gender, age, or experience. The capability of the individual reflects the role not the gender of the person.
Currently Abbots Care is more female orientated, which is an overall trend within the Care industry. There are ongoing processes in place to review pay and benefits for all employees but the current analysis shows that Abbots Care is fair and promotes equal opportunities, training and advancement for individuals in their careers.
“The Care staff that are supporting my Mum through her care needs are extremely lovely and supportive. Our Mum has cancer and she is receiving the most excellent and caring support from all Staff. We would just like to say a huge thank you as we know that there is more difficult times ahead for us as a family. ”
Child of Service User, Buckinghamshire BranchSee what our service users think