Gender Pay Gap

Gender Pay Gap – Background

2019 marks the second year for gender pay gap reporting which means that certain organisations have a duty to publish and report specific figures about their gender pay gap under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.  The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings and involves carrying out six calculations that show the difference between the average earnings of men and women.

Sacro’s Gender Pay Gap Reporting 2018

  • Women’s hourly rate is 0.3% lower (mean) and 0% lower (median)
  • Top salary quartile (highest paid) has 43% men and 57% women
  • Upper middle salary quartile has 34% men and 66% women
  • Lower middle salary quartile has 36% men and 64% women
  • Lower salary quartile (lowest paid) has 45% men and 55% women
  • Women’s bonus pay is 0% lower (mean) and 0% lower (median)
  • 0% of men and 0% of women received bonus pay

2017 and 2018 Comparative Data

The table below compares both reporting years.


Conclusions and Actions

Whilst the figures have changed slightly since 2017, there are reasons why:

  • The change in the gender pay gap this year is predominantly due to a decrease in the number of males at Sacro which impacts the mean and median figures. 
  • There is a decrease of 10% in the number of females in the top quartile.  This is because a number of females who left Sacro in the year were at the top of their salary scale.   When new females have subsequently joined Sacro, they have started at the bottom of the incremental salary scale.
  • The remaining quartiles see an increase in the number of females in 2018 and a decrease in the number of males.
  • 25% of our Board members are female and 75% male.  Sacro commits to 50:50 board representation and is actively recruiting to positively act in achieving this. 
  • 66.6% of our CMG is female and 33.3% male.
  • 46% of our SMs are female and 54% male.
  • The care sector is traditionally female dominated sector and this is reflective in our reporting.
  • We are proud of the gender balance in our organisation and the opportunities we offer men and women to progress through their career.
  • We have strong female role models across all layers of the organisation and within services. 
  • Our value statement includes the principles of the Fair Work Framework and our People Strategy aligns to, and builds upon these principles to ensure work that offers effective voice, opportunity, security, fulfilment and respect.
  • We have formal and informal mechanisms to support people to give their very best at work and at home - for example, flexible working.
  • We have career development opportunities to support men and women to achieve their aspirations.

Sacro will continue to support the gender balance and diversity within the organisation.  We will continue to build on the work of our Well-being group to drive forward our aspirations on this front and have recently launched a Diversity and Inclusion group to further progress in this area.

This data has been prepared by Joti Singh, Head of HR & OD, under with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.