Gender Pay Reporting
I am pleased to share our Gender Pay Report for 2021 / 2022. It’s based on a ‘snapshot’ as of the 5th April 2021 and is shown in the format asked for by Equality Act 2010.
As you may know Gender Pay reporting compares how we pay men and women and is different to Equal pay.
‘We’re all very proud of how all of our female and male colleagues care for our patients every day. And we’re proud of how we care for our colleagues equally and fairly’, Kate Lawson, Operations and Quality Director
Mean and Median Pay points
Whilst the Mean number is the difference in the average hourly pay for women compared to men, the Median is the middle pay point of any difference.
· We’re pleased to confirm that once again, we have a positive result for women. The Mean women’s hourly pay is 6% higher. There is no difference in the Median hourly pay between women and men.
· All our hourly paid roles, in each contract, are all paid the same. As we have promoted or appointed many women into senior roles, this has caused the mean pay of women to be higher than men.
· Whilst many of our colleagues have all their pay as base pay, some do have an opportunity to earn a bonus. We have started an approach of moving away from bonus to base pay only, with many of our front-line colleagues having had variable bonus consolidated into base pay, during 2022. The Mean Bonus Pay received by the male population of the business has reduced to 6% higher than that received by the female population of the business. The Median Bonus Pay received by the male population of the business is 33% higher than that received by the female population of the business. Again, the proportion of the male population who received a bonus has reduced to 76% and 51% of the female population of the business received a bonus.
The female and male female distribution, within each pay quartile*, is as follows:
Quartile Male Female
Q1 (upper) 66% 34%
Q2 (upper middle) 75% 25%
Q3 (lower middle) 81% 19%
Q4 (lower) 70% 30%
*The quartiles represent the pay rates from the highest to the lowest of our employees split into four equal sized groups. The percentage of the men and women are shown within each quartile.
We have seen some positive shifts in distribution, with 2% more females in both Q1 (Upper) and Q2 (Upper Middle).
Also, we now have 2% more females in our entry level, ACA roles, than last year.
‘It’s wonderful to be part of a senior leadership team that reflects our colleagues and the community we care for’, Melissa Hall, Logistics Director.
Whilst we’ve already made progress, we continue to have more men than women, in our biggest role, of Ambulance Care Assistant, and are working hard to make sure we attract as many women into our roles in the future as we can, with more flexible and part time shifts always in our minds.
We are very proud that this balance is shown throughout all our managerial levels, especially in our most senior levels.
We’ve just invested in a new Team Leader structure, in some of our larger operations, and we’re delighted that all were promoted internally and continues to show the right distribution.
Our recently launched Future Leaders programme contains a specific module on Equality, Diversity, and Inclusion.
‘‘I love delivering this programme, as I can immediately see how it gives our future leaders even more skills to care for our colleagues and nurture our diverse workforce’’, Jacqui Rogers, our Head of Learning & Development.
So, we’re proud, but not complacent at Falck Ambulance UK with lots still to do. We’re confident that with our diverse colleagues and management teams, we can make even further progress.
Chief Executive Officer