Gender pay gap

Gender Pay Gap (GPG) Reporting

Spire Healthcare is a group of 39 private hospitals with a number of associated clinics and specialist cancer care centres, with a workforce demographic that is 81% female and includes 24% temporary workers. Our temporary workers are predominantly bank staff comprising nurses and other clinical staff.

We are committed to diversity and inclusivity across our business, and we aim to be an employer of choice within the private healthcare sector.

Under the statutory requirements, we are required to report gender pay gap figures for our main employing entity – Spire Healthcare Limited. This data captures 98% of all relevant employees of Spire Healthcare Group. We also report gender pay gap figures for Montefiore House Limited, a joint venture hospital based in Brighton who had 250 relevant employees for gender pay gap purposes in April 2018. In the interests of full transparency, we have supplemented the statutory disclosure requirements with additional data that captures relevant employees across the Spire Healthcare Group.

The “gender pay gap” required by the Gender Pay Gap Regulations is expressed as an average figure. It represents the percentage difference between average hourly earnings for men and women. This is distinct from “equal pay”, which considers whether men and women are paid the same for carrying out the same work, or work of equal value.

 

GENDER PAY GAP – REPORTED DATA FOR 2018

Entity

Montefiore House Limited

Spire Healthcare Ltd

Spire Healthcare Group
(including Spire Healthcare,
Spire Healthcare Group Limited
and
Montefiore House Limited)

Number of Employees
(includes bank workers)

250

11,514

11,770

Women’s Hourly Rate is:

Mean

Median

 

3.7% higher

32.3% higher

 

21.3% lower

10.3% lower

 

23.5% lower

9.8% lower

Pay Quartiles:

Top Quartile

Upper Middle Quartile

Lower Middle Quartile

Lower Quartile

MEN

WOMEN

MEN

WOMEN

MEN

WOMEN

24%

76%

26%

74%

26%

74%

19%

81%

15%

85%

15%

85%

21%

79%

17%

83%

17%

83%

38%

62%

19%

81%

19%

81%

Women’s Bonus Pay is:

Mean

Median



No men received a bonus,
therefore
no reportable figures

 

64.8% lower

3.3% lower

 

64.9% lower

6.7% lower

Who received a Bonus?

Men

Women

 

0.0%

0.5%

 

2.2%

2.3%

 

2.1%

2.3%

 

KEY FINDINGS

The overall median gender pay gap in both Spire Healthcare Limited and the Spire Healthcare Group (10.3% and 9.8% respectively) is considerably lower than the Office for National Statistics (ONS) provisional national average of 17.9% (as per their publication of 25 October 2018). The median gender pay gap in Montefiore House Limited is in favour of women at -32.3%.

At the Montefiore House Hospital, we are pleased to report that the average hourly pay position is in favour of women. It should be noted that the majority of staff at the hospital are female and the number of male staff is small. The sample size does have an impact on the outcome but does not detract from the positive gender pay at Montefiore House.

The bonus gender pay gap set out above for 2018 should be treated with caution. Firstly, less than 3% of employees received a bonus in the period under review as a number of internal and external factors impacted the business.This means that the data is based on a relatively small number of employees.Secondly, the data has been heavily skewed by a single legacy share award related to legacy arrangements which made up 18% of total bonuses paid.

 

HOW WE ARE RESPONDING TO THE GENDER PAY GAP

Spire Healthcare is passionate about diversity and inclusivity within the organisation, and in particular supporting women to become leaders within the business. Notwithstanding the fact that our median gender pay is considerably lower than the ONS provisional national average, we recognise that there continues to be a gender pay gap.

We have taken a number of actions, which in time will help to reduce our gender pay gap. As well as better supporting our female employees, the initiatives are intended to enable our employees to progress into more senior roles with greater confidence.  Initiatives include:

  1. Reward Framework

In 2018 we created a Reward Framework (one grading and pay structure that can be applied across our network of hospitals) which we believe will have a positive impact on our gender pay gap going forward. This will provide greater consistency between roles and locations. We anticipate that our new grading and pay structure will assist us in making informed recruitment decisions and reduce the risk of pay anomalies. 

  1. Leadership Development Programme

In 2018 we ran a Leadership Development Programme in conjunction with Ashridge Business school. This programme was to give our employees the support and training they need to develop their skills and experience and successfully apply for new roles within the business and progress within our pay structure. This programme was attended by c. 70 employees, including all our Hospital Directors. While this initiative was not directly targeted at women, almost half of the attendees were female.

  1. Competency Framework

To provide greater transparency to our employees in 2018 we launched a detailed framework that will show employees what skills they require for each role at each level. This will allow our employees to identify areas for development and consider ways to progress within the business. This is already being used for talent and succession planning in our key hospital roles, particularly for Hospital Directors.

These are in addition to previous initiatives which included the review of maternity pay. Previously, Spire Healthcare only provided statutory maternity pay (SMP) to eligible employees. We enhanced our maternity pay in June 2017 so that employees receive 100% of pay for six weeks, followed by 50% of pay (plus SMP) for the next 18 weeks, to further improve reward and retention.

We have additionally recently promoted a female internal candidate to the position of Group Clinical Director and hired a female external candidate to the position of Group HR Director. Both positions sit on our Executive Committee.

We will continue to monitor our gender pay gap and we are committed to taking steps and finding opportunities to reduce the gap over time.

931.1m
revenue in 2018
7,700+
dedicated clinicians and clinical support staff
96%
patients ‘Likely’ or ‘Extremely Likely’ to recommend Spire Healthcare