Gender pay update
Last updated: December 2021
We’re dedicated to providing equal opportunities to all members of staff, regardless of age, gender, race or background.
Our gender pay analysis for 2020 is based on the pay of all Berkeley Home Health employees who were paid in the relevant payroll period which included the 5th April 2020 snapshot date required under legislation.
It includes an analysis of bonus payments paid in the same tax year.
Pay quartiles
This table outlines the gender distribution at Berkeley Home Health across four pay quartiles.
| Percentage of males and females in pay quartiles | ||||
| Lower | Lower mid | Upper mid | Upper | |
| Male | 16% | 9% | 17% | 13% |
| Female | 84% | 91% | 83% | 87% |
Gender pay gap
There is a negative gender pay gap at Berkeley Home Health, which means that the average women’s gross hourly earnings are higher than those for men.
This gap is because of the predominantly female workforce attracted into Health & Social Care.
Pay gap
| Median (midpoint) | Mean (average) |
| 10% higher for female colleagues | 0.74% higher for female colleagues |
For all departments across the business, we do not differentiate on pay rates between male and female, and this is reflected at all levels of the organisation.
Bonus gap
We pay few bonuses, with those that are paid going to operational managers, which are linked to performance.
The difference between bonuses for our male and female employees, covering bonuses and commissions, are outlined below:
Percentage of colleagues receiving a bonus
| Male | Female |
| 0% | 0.39% |
Bonus gap
| Median (midpoint) | Mean (average) |
| NA | NA |
During the 2019-20 tax year, only 1 bonus was paid to a single female member of staff.
I confirm that this data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Steve Clarke, Chief Financial Officer
December 2021
