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 75% female and includes 24% temporary workers. Our temporary workers are predominantly bank staff comprising nurses and other clinical staff.

Spire Healthcare has been listed on the London Stock Exchange for just over three years. 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.  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 2017

Entity

Spire Healthcare Ltd

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

Number of Employees (includes bank workers)

11,326

11,536

Women’s Hourly Rate is:

Mean

Median

17.1% lower
7.9% lower

20.5% lower
7.8% lower

Pay Quartiles:

Top Quartile

Upper Middle Quartile

Lower Middle Quartile

Lower Quartile

MEN

WOMEN

MEN

WOMEN

25%

75%

25%

75%

14%

86%

14%

86%

16%

84%

16%

84%

19%

81%

20%

80%

Women’s Bonus Pay is:

Mean

Median

96.8% lower
60.0% lower

98.1% lower
60.0% lower

Who received a Bonus?

Men

Women

2.9%

2.4%

2.9%

2.4%

 

KEY FINDINGS

The overall median gender pay gap in both Spire Healthcare Limited and the Spire Healthcare Group (7.9% and 7.8% respectively) is considerably lower than the Office for National Statistics (ONS) provisional national average of 18.4% (as per their publication of 26th October 2017).

The bonus gender pay gap set out above for 2017 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 limited number of legacy share awards granted in 2014 to a very small number of senior employees (who were all male).  These share awards were partly related to legacy arrangements which pre-dated the Company’s IPO in 2014.  As these awards crystallized in value during 2016/17, they are included in our 2017 reporting. 

 

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 recently undertaken a Reward Framework Project which was completed in 2017 (post the snapshot date in April), which we believe will have a positive impact on our gender pay gap going forward.   Under this project all existing roles were evaluated so that one grading and pay structure could be created and applied across our network of hospitals.  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.  It is expected that this structure will be launched by the end of the March 2018.

In addition to the above we have taken the following 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. 

  1. Improved maternity pay terms

We recently undertook a review of our approach to maternity pay. Previously, Spire Healthcare only provided statutory maternity pay (SMP) to eligible employees. We have reviewed the level of maternity benefits which we offer and we have enhanced our maternity pay 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. This change was implemented in June 2017 and has been well received by employees and hiring managers alike.

  1. Leadership Development Programme

For 2018 there will be a specific internal programme that will 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.

  1. Competency Framework

To provide greater transparency to our employees in 2018 we will also launch 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.

We will continue to monitor our gender pay gap and we are committed to taking steps and spotting opportunities to reduce it further.  

> £500m
capital investments including acquisitions in Spire since 2007
+6,900
people are employed full time at Spire (2013)
98%
of consultants would recommend their Spire hospital to friends and family (2013)