Gender Pay Gap

At MerseyCare Julie Ann, we uphold a resolute commitment to fostering equal opportunities within our diverse team, transcending age, gender, race, or background.

We dedicate our services to promoting wellbeing for our teams. This is highlighted to our pledges through our Social Value Quality Mark.

We are pleased to share our latest gender pay report, reflecting our continuous dedication to equality. This summary report is based on a comprehensive analysis of all payments made to MerseyCare Julie Ann employees, reported April 2024.

Industry Bias

The Care Services industry is predominantly staffed by women. Two key drivers for this are:

The majority of applicants are women, whether it is searching for this kind of role and/or for a part time role that offers greater flexibility.
The other main factor is driven by our service users (55% male, 45% female), who predominantly prefer to have female carers. In some areas we continue to find it difficult to place capable male staff with our service users.

Upper Quartile variance:

For the Upper quartiles, we see a slightly decreased percentage of roles filled by female staff. This is where these roles are office based, and the staff may have come from other industries, such as for roles in Finance, Recruitment, Quality Control, Business Development and Senior Operations.

All our group companies actively promote and develop staff from within, many of the staff in the Middle quartiles having worked as Carers previously. It is only after internal candidates are considered for placements that the vacancies are opened to external applicants.

Rates of pay:

Rates of pay are defined by the role and not the employee. There is no differentiation between genders when we recruit for a role, the established hourly pay rate or salary is offered to the successful candidate regardless of gender.

The bulk of our services are provided to Local Authorities and to the NHS, this results in the situation where our rates of pay for Carers are determined by our customers. With built in reviews within our payroll processes we ensure that the National Minimum Wage requirements are met at all times.

Gender Pay Gap Reports

We have reported our Gender Pay Gap reports as below, for the 5^th of April 2024:

Company

Difference in hourly rate (Mean)

Difference in hourly rate (Median)

% Women in lower pay quartile

Women in upper middle pay quartile

% Women in top pay quartile

Who received bonus pay (Women)

Who received bonus pay (Men)

% Difference in bonus pay (Mean)

% Difference in bonus pay (Median)

MerseyCare Julie Ann

-0.5%

82.1%

75%

89.3%

14.3%

21%

49.79%

28.57%

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Pay Gap Across Gender and Departments

We acknowledge a minor gender pay gap at MerseyCare Julie Ann. This discrepancy largely stems from a higher proportion of men in fewer administrative roles, set against our predominantly female workforce, alongside the preference of part-time hours for many colleagues. Additionally, the preference of part-time contracts for numerous female employees in the field, in comparison to our predominately office-based men team members, impacts these figures. Having a predominantly female workforce means that even small fluctuations in the male workforce can have a significant impact upon our Gender Pay Gap.

It is our strict policy to maintain equal pay for male and female employees across all departments and levels within the organisation. We ensure fairness and transparency in compensation, regardless of gender.

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