If you are looking for care, call us on 020 3926 7473, we have can a carer with you or a loved one in less than 24 hours.
Gender Pay Report 2021
Gender pay update
Last updated: March 2022
We’re dedicated to providing equal opportunities to all members of staff, regardless of age, gender, race or background.
Our gender pay analysis for 2021 is based on the pay of all Berkeley Home Health employees who were paid in the relevant payroll period which included the 5th April 2021 snapshot date required under legislation.
It includes an analysis of bonus payments paid in the same tax year.
This table outlines the gender distribution at Berkeley Home Health across four pay quartiles.
Percentage of males and females in pay quartiles
Gender pay gap
The gender pay gap at Berkeley Home Health, which means that the average men’s gross hourly earnings are higher than those for women, is because of the predominantly female carer workforce. At the snapshot date in April 2021, the two highest paid earners were male, whereas at the date of this report in March 2022, the two highest paid earners are female.
0.9% higher for male colleagues
27.2% higher for male 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.
During the 2020-21 tax year, bonuses were paid to 46 female employees and 7 male employees. The company mainly awards small “spot” bonuses recognising carers taking on additional assignments at short notice. Bonuses of £100 or more, based largely on operational performance at management level, were paid to 10 female employees and 3 male employees. Given the size of the operational performance bonuses compared to the “spot” bonuses, these larger bonuses skew the bonus gap percentages below. The highest two bonuses in the 2020-21 tax year were paid to female employees.
The difference between bonuses for our male and female employees are outlined below:
Percentage of colleagues receiving a bonus
I confirm that this data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.