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 33 clinics, medical centres and consulting rooms across England, Wales and Scotland.
Spire are required to report gender pay gap figures for our main employing entity – Spire Healthcare Limited which covers 96% of all reportable employees of Spire Healthcare Group. In the interest of transparency we supplement the statutory disclosure with additional data that captures relevant employees across 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 2022 the overall median gender pay gap in Spire Healthcare Limited is 6.2% and the Spire Healthcare Group at 6.1% (reduction from 2021: 7.1% and 6.6%), and considerably lower than the Office for National Statistics (ONS) provisional national average of 14.9% (as per its publication in October 2022).
Our mean gender bonus gap is 70.2%, and our median gender bonus gap is 0.0%. In 2022, 82.2% of males received a bonus (up from 73.8% in 2021) compared to 83.7% of females (up from 77.1% in 2021).
Employee table
|
Entity |
Spire Healthcare Ltd |
Spire Healthcare Group plc (including Spire Healthcare Limited and Montefiore House Limited and Claremont) |
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|
Number of employees |
12,408 |
12,889 |
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|
Women’s hourly rate is: Mean Median |
17.1% lower 6.2% lower |
16.6% lower 6.1% lower |
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|
Pay quartiles: Top quartile Upper middle quartile Lower middle quartile Lower quartile |
MEN |
WOMEN |
MEN |
WOMEN |
|
25.7% |
74.3% |
25.7% |
74.3% |
|
|
17.8% |
82.2% |
17.7% |
82.3% |
|
|
20.1% |
79.9% |
20.4% |
79.6% |
|
|
17.9% |
82.1% |
18.2% |
81.8% |
|
|
Women’s bonus pay is: Mean Median |
70.2% lower 0.0% |
69.4% lower 0.0% |
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|
Who received a bonus? Men Women |
82.2% 83.7% |
82.4% 83.9% |
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1 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 2022.
How we are responding to the gender pay gap
Spire Healthcare is committed to diversity and inclusivity, which includes supporting women to become leaders within the business. For 2022 our Executive Committee demographic is 43% female.
We are taking a number of positive steps to reduce the gender pay gap and ensure the fair treatment of females across our business.
- We have an inclusive approach to training and development opportunities and we undertake talent and succession planning where we look to create opportunities and support the development of female leaders
- We are developing our job framework to allow colleagues to better understand their roles and support progression by recognising contribution, performance, learning and development
- We have launched our Equity, Diversity and Inclusion Strategy around four commitments that ensure that: (i) we recognise the value of diversity; (ii) we understand how it will help us deliver our purpose, (iii) we respect and appreciate each other for who we are, and (iv) we include diverse colleagues in our problem solving to make better, faster decisions
- We are developing networks across six diversity strands, all of which overlap and do not sit independent of each other – ethnicity, sexuality, age, gender, disability, and mental health and wellbeing. We will work with these diversity network groups to improve the way we attract, recruit, develop and promote diverse, talented colleagues
- Our newly established Workforce Committee has been put in place to provide oversight of the Company’s people strategies and will focus on these activities
Our aim, through all of this, is to support and enable women to develop and progress within Spire Healthcare.
We will continue to monitor our gender pay gap and are committed to taking steps and making use of opportunities to make further improvements and reduce it further.
