Gender pay gap
Gender Pay Gap (GPG) Reporting 2024
Spire Healthcare is a leading independent healthcare group in the United Kingdom. Our Purpose is to make a positive difference to people’s lives through outstanding personalised care.
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. We have supplemented the statutory disclosure requirements with additional data that captures relevant employees across the Spire Healthcare Group.
Key findings
In 2024 the overall median gender pay gap in Spire Healthcare Group was 12.3% for 2024 (2023: 9.1%) which is below the Office for National Statistics median of 13.1% published in October 2024. The mean gender pay gap for Spire Healthcare Group reduced to 16.1% from 17.2% in 2023.
Employee table
|
Entity Number of employees (includes bank workers)2 |
Spire Healthcare Limited 13,115 |
Montefiore House Limited 256 |
Spire Healthcare 15,703 |
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Women’s hourly rate is: Mean Median |
16.2% lower 11.6% lower |
5.8% lower -11.8% lower |
16.1% lower 12.3% lower |
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Pay quartiles: Top quartile Upper middle quartile Lower middle quartile Lower quartile |
Men |
Women |
Men |
Women |
Men |
Women |
|
25.8% |
74.2% |
32.8% |
67.2% |
26.5% |
73.5% |
|
|
20.4% |
79.6% |
14.1% |
85.9% |
20.2% |
79.8% |
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|
20.9% |
79.1% |
20.3% |
79.7% |
20.5% |
79.5% |
|
|
16.1% |
83.9% |
32.8% |
67.2% |
16.3% |
83.7% |
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Women’s bonus pay is: Mean Median |
74.7% 25.0% |
2.2% 0.0% |
76.2% 25.0% |
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Who received a bonus? Men Women |
32.0% 29.8% |
39.0% 38.7% |
30.8% 28.2% |
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1 Including Spire Healthcare Limited, Montefiore House Limited, Claremont, Vita Health Group, Spire Occupational Health and London Doctors Clinic
2 In line with government reporting requirements, the number of employees stated in the table above is the number of colleagues who received full pay in the pay period April 2024.
Responding to the gender pay gap
We understand and value the benefits that diversity can bring across all levels of the organisation. Having a visibly diverse leadership fosters a culture of inclusion that both attracts a broader talent pool and also allows our future talent to recognise that progression is possible to senior leadership roles.
In 2024, we have made a focused effort to better understand our gender data across all levels within our organisation and where we have either weak or strong levels of gender balance in the talent pipeline. In addition we have been reviewing, updating and creating new policies (for example menopause policy) that can support all women in our workforce. This has been a conscious effort to both attract and retain our female talent.
The introduction of the job framework for hospital colleagues has provided clarity on progression pathways, enabling better flow and retention of female talent. These efforts are underpinned by a targeted talent pipeline strategy, designed to identify, develop and support female colleagues at all levels.
In addition, 2024 was the second successful year of insourcing our recruitment which has significantly reduced vacancies and time to hire, allowing even more focus on the right candidates for roles and will help focus on gender and diversity representation.
We continue to undertake talent and succession planning where we look to create opportunities and support the development of female leaders and we continue to invest in colleague development and training, focusing particularly on management and leadership capabilities. In 2024 representation was gender balanced across our executive coaching programme.
Recognition of our work in 2024
We were pleased to again be listed in the FT Statista Diversity Leaders index as the leading UK healthcare company, based on a survey of 100,000 employees across Europe. For the first time we were ranked 254 by the FT UK’s Best Employers 2025, of 500 companies ranked and 20,000 surveyed. We were also ranked as 4th in the FTSE 250 Women Leaders Review and in the top 100 businesses by Women in Work for senior female leaders.
- View our gender pay gap (GPG) reporting for 2023 here
- View our gender pay gap (GPG) reporting for 2022 here
Rachel King Group People Director
