Gender pay gap
Gender Pay Gap (GPG) Reporting
Spire Healthcare is a group of 39 private hospitals (including our joint venture, The Montefiore Hospital) and 50+ clinics, medical centres and consulting rooms across England, Wales and Scotland.
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 represents an average figure. 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.
Key findings
In 2023 the overall median gender pay gap in Spire Healthcare Limited is 9.2% and the Spire Healthcare Group at 9.1%, lower than the Office for National Statistics (ONS) provisional national average of 14.3% (as per its publication in November 2023). The mean gap for Spire Healthcare Limited was 17.7% and in Spire Healthcare Group 17.2%.
Our mean gender bonus gap is 82.0%, and our median gender bonus gap is 50%. In 2023, 30.5% of males received a bonus compared to 28.5% of females.
Employee table
|
Entity |
Spire Healthcare Ltd |
Spire Healthcare Group plc1 |
||
|
Women’s hourly rate is: Mean Median |
17.7% lower 9.2% lower |
17.2% lower 9.1% lower |
||
|
Pay quartiles: Top quartile Upper middle quartile Lower middle quartile Lower quartile |
Men |
Women |
Men |
Women |
|
24.7% |
75.3% |
24.7% |
75.3% |
|
|
18.7% |
81.3% |
18.8% |
81.2% |
|
|
20.2% |
79.8% |
20.3% |
79.7% |
|
|
16.9% |
83.1% |
17.2% |
82.8% |
|
|
Women’s bonus pay is: Mean Median |
82.0% lower 50.0% |
81.7% lower 50.0% |
||
|
Who received a bonus? Men Women |
30.5% 28.5% |
30.5% 28.6% |
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1 Including Spire Healthcare Limited, Montefiore House Limited and Claremont.
Responding to the gender pay gap
We are taking a number of positive steps to invest in and provide development opportunities for our female colleagues to progress into senior leadership roles and work towards a balanced representation across the organisation to reduce the gender pay gap. The workforce committee has been established to provide oversight of the company’s people strategies.
We are undertaking substantial work with hospital directors and senior leaders to develop a job framework to provide clarity on roles and progression to support careers within Spire Healthcare. We have launched an induction framework for hospital directors, and completed a comprehensive leadership development programme for operations directors, a key role within hospitals which will support newly appointed colleagues.
The resourcing team was brought in-house in 2023 to allow better focus on and control of our approach to candidate pools and recruitment. We continue to undertake talent and succession planning where we look to create opportunities and support the development of female leaders.
We will continue to invest in colleague development and training, focusing particularly on management and leadership capabilities, as well as extending the induction programme for all senior leaders, and we have launched the Driving Clinical Excellence in Practice programme, to enable delivery of high-quality care. It will include a development pathway for allied health professionals and nurses, which will enhance current recruitment and retention.
