Gender Pay Gap Report
Augustinian Care is required, by law, to publish an annual gender pay gap report due to the number of
employees within our Organisation. We embraced the opportunity to analyse our data and are pleased
to confirm that our results show that we have significantly lower gender pay gap differentials, when
compared to the key office for National Statistics and Annual Survey of Hours and Earnings figures.
The "gender pay gap" is not to be confused with unequal pay, which occurs if a member of the opposite
sex is paid less for doing the same or broadly similar work, work related as equivalent, or work of
This is our report for the most recent snapshot data as at 5th April 2017. During this period, the gap
in pay identified between male and female employees was:
- The mean gender pay gap for Augustinian Care was 14.9%
- The median gender pay gap for Augustinian Care was .2%
One employee received a bonus during this period
What are the underlying reasons for our gender pay gap?
Augustinian Care is committed to the principles of equal opportunities and equal treatment for all employees,
regardless of sex, race, religion or belief, age, marriage or civil partnerships, pregnancy/maternity,
sexual orientation, gender reassignment or disability. We have a clear practice of paying employees equally
for the same equivalent work, regardless of their sex (or any other protected characteristics set out above).
As such, we carry out pay and benefits audits at regular intervals, staff surveys and evaluate job roles and
pay grades to ensure a fair structure.
Our commitment to equal treatment is demonstrated in the table annexed overleaf in Appendix 1, depicting pay
quartiles by gender. The table shows our workforce divided into four equal sized groups based on hourly pay
rates, with Quartile 1 covering the highest paid 25% (the upper quartile) and Quartile IV including the
lowest paid 25% of employees (the lower quartile). In order for there to be no gender pay gap, there would
need to be an equal ratio of men to women in each Quartile. For example, 66.3% of our employees in Quartile
IV are women and 33.8% are men. This is principally due to the high proportion of females employed as carers
across our Care Homes.
How does Augustinian Care gender pay gap compare with that of other Organisations?
The vast majority of Organisations have a gender pay gap. We are pleased to report that Augustinian Care's pay
gap compares extremely favourably with that of other Organisations in the care sector.
The mean gender pay gap for the whole economy (according to the October 2017 Office for National Statistics
Annual Survey of Hours and Earnings figures) is 17.4%, at 14.9%, our mean pay gap is therefore lower than those for
the whole economy.
The median gender pay gap for the whole economy (according to the October 2017 Office for National Statistics
Annual Survey of Hours and Earning figures) is 18.4% while our median gender pay gap at .2%, is significantly
lower than for the whole economy.
What is Augustinian Care doing to address its gender pay gap?
Whilst our gender pay gap compares favourably with that of other Organisations across the whole UK economy, this
is not a subject about which we are complacent, and we are committed to doing everything that we can to reduce
the gap further. However, we also recognise that our scope is to act is limited in some areas. We have, for
example, no direct control over the subjects that individuals choose to study, or the career choices that they
make, or the predominance of gender of applicants that apply for positions within our Organisation. These
pre-determined factors therefore had a direct bearing on the number of male to female ratios in the sector in
which we operate.
We recognise that none of our current initiatives will, of itself, remove the gender pay gap, and it may be
several years before some have any impact at all. In the meantime, Augustinian Care is committed to reporting
on an annual basis on what we are doing to reduce the gender pay gap and the progress that we are making.
Right now, we have plans to extend our evidence-gathering to include qualitative data. We will conduct this
exercise through consultation across all areas and levels of the Organisation to identify the barriers for
employees across each quartile.
Any further initiatives launched throughout the year will be reported on the Organisation?s website and in our
internal employee newsletter which is published quarterly.
Our Gender Pay Gap figures have been calculated in line with the regulations set out in the gender pay gap
reporting legislation. I confirm that these figures have been verified and are accurate.
CEO. Augustinian Care