Diversity, inclusivity & gender pay gap report 2022
SeeAbility champions inclusivity and diversity throughout its work and in our workforce. It enables us to provide exceptional support.
As you may know, all UK organisations with over 250 employees are required to publish details of their gender pay and bonus gaps: the proportions of men and women in each pay quartile and the percentage of men and women receiving a bonus.
In SeeAbility, we have a mean gender pay gap of 7.1%, which sets us significantly apart from most UK organisations – the average gap is 15.4%. While this is tremendously positive, it is an increase from the previous year. The social care sector has seen a 5% increase in the gender pay gap to 11.4%.
We believe that diversity and inclusivity underpin everything we do, so we want to ensure that we focus on continually improving equality of opportunity for every employee.
We have made great progress in our approach to diversity and we want to ensure that this continues. This means we will continue to monitor and set clear goals for diversity and embrace the views and creativity of our workforce, people we support, and their families to ensure inclusivity is part of everything we do as an organisation.
What is the gender pay gap?
Equal pay means that men and women performing equal work should receive equal pay.
The gender pay gap is the difference between men’s and women’s average hourly pay across an organisation, expressed as a percentage.
- It is reported as a mean average and a median average (mid-point) figure.
- A Gender Pay Gap exists in most organisations – the national average in October 2018 (ONS) was 17.9%.
Median & mean explained
We can work out the mean (average) hourly rate by adding up all the hourly rates for employees and dividing by the number of employees. If we do this separately for all male employees and then all female employees, we can work out the difference in pay.
The median pay rate is the middle number if you were to line all pay rates from smallest to largest.
What are some of the reasons for a gender pay gap?
- Women are often under-represented in senior roles where pay is higher.
- Women are more likely to take time out of their careers to start a family or have carer responsibilities.
- Some sectors, including social care, have a higher proportion of part-time roles, resulting in a higher proportion of women in entry-level roles.
- Educational choices leading to fewer women in higher-paid specialist roles, such as finance, IT, etc.
SeeAbility 2021/2022 figures
|SeeAbility 2019||SeeAbility 2021||SeeAbility 2022||Social care sector||All UK|
|Mean pay gap||5.18%||1.3%||7.1%||11.4%||15.4%|
|Median pay gap||1.09%||-3.2%||0%||10.5%||10.2%|
|Mean bonus gap||0||0||10.8%||N/A||N/A|
|Median bonus gap||0||0||0%||N/A||N/A|
Pay quartiles – the proportion of males and females in each pay quartile
|Upper middle quartile||83.5%||16.5%|
|Lower middle quartile||73%||27%|
69.8% of men received a bonus compared to 76.8% of women.
Understanding the gender pay gap
Reasons for the gender pay gap at SeeAbility
SeeAbility has a predominately female permanent workforce, with 75.2% female employees. This is also reflected at the senior manager level with a 66%/34%, female/male split.
Our mean pay gap is 7.1% compared to 1.3% in 2021. This increase has also been seen across the sector with the sector average increasing by 5%. While our gap has gone backwards it is significantly less than the national average of 15% and lower than the overall care sector average of 11.4%.
SeeAbility has seen an increase in its gap due to an additional male entering the leadership group, an increase in male home managers where our work base previously has been female and the introduction of specialist male-only teams for some of the people we support. These roles are paid 17% higher than standard support teams due to the complex nature of the roles.
Our median pay gap is 0% meaning women and men are paid the same. This is due to the standardised pay rates across our frontline workforce.
This is a testament to the work SeeAbility has done to improve equality and inclusion in all areas and we will strive to continue to break down barriers that society places in the way, be it in gender, race, disability or socioeconomic group.
Report signed and submitted by
Liz Elwell, Head of People