Legislation requires Westminster Homecare to publish annually the organisations gender pay statistics.

Employees at Westminster Homecare regardless of gender are paid at the same rate and Westminster Homecare is committed to ensure that employees receive equal pay for equal value.

In line with Westminster Homecare’s Equality and Diversity Policy and Procedure, Westminster Homecare supports and promotes equality of opportunity for all employees and believes as part of this ethos that employees should receive equal pay for the same or broadly similar work, regardless of their personal circumstances, political affiliation, union activity or ‘protected characteristics’ under the Equality Act (2010).

 

Westminster Homecare Limited

Gender Pay Gap Reporting 2017.

Introduction.

With effect from April 2017 we, as an employer with over 250 employees, are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.  This is our report at the snapshot date of 5th April 2017 showing the difference between the average earnings of men and women in our organisation.

 

Measuring the gender pay gap.

We are required to report using the following six measures:

  • Mean Gender Pay Gap. Mean is the most common use of an ‘average’, taking the total hourly rates of males and females as at 5 April 2017, divided by the number of males and females.

 

  • Median Gender Pay Gap. The median male and females were assessed by ordering the categories by highest to lowest paid and choosing both the middle male and female.  This method of averaging removes any high or low pay rates which may distort the mean calculation.

 

  • Mean Bonus Gender Pay Gap. This is calculated by the same method as (1), using the bonuses paid in the year ended 5 April 2017.

 

  • Median Bonus Gender Pay Gap. This is calculated by the same method as (2), using the bonuses paid in the year ended 5 April 2017.

 

  • Proportion of males and females receiving a bonus payment. For this calculation, we take the number of males or females receiving a bonus in the year ended 5 April 2017, and divide this by the total number of male or female employees, showing the result in percentage terms.

 

  • Proportion of males and females when divided into four quartiles. All of the employees of the company were ordered in a list from the highest hourly rate to the lowest.  From here, the list was split into four even quarters, we then assesses the proportionate representation of males and females falling into each quarter.

 

Westminster’s workforce consists significantly more female staff than male staff at all levels of the Company, reflecting the nature of social care workforce.

All care delivery staff are paid at the same rate for their location regardless of gender and we do not have a gender pay gap.  We are committed to diversity and equality and inclusive policies through a proactive approach to recruitment, retention, promotion of staff and flexible working option for all grades of staff.

 

Results.

The results of our Pay Gap Calculation for relevant employees are:

  

I confirm that the information used is accurate and that the calculations have been made appropriately in line with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

                                                         

Sushil Radia, Managing Director                         Alison Foster, Operations Director