Gender pay gap
Gender Pay Gap (GPG) Reporting
Spire Healthcare is a group of 39 private hospitals (including our joint venture, The Montefiore Hospital) with a number of associated clinics, with a workforce demographic that is 80% female and includes 24% temporary workers. Our temporary workers are predominantly bank colleagues comprising nurses and other clinical staff.
We are required to report gender pay gap figures for our main employing entity – Spire Healthcare Limited – covering 98% of all reportable 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 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 2021, the overall median gender pay gap in Spire Healthcare Limited is 7.1% and the Spire Healthcare Group remains at 6.6% (2020: 6.6% for both), and considerably lower than the Office for National Statistics (ONS) provisional national average of 15.4% (as per its publication in November 2021).
Our mean gender bonus gap is 50.2%, down from 60.7% in 2020, and our median gender bonus gap is 0.0%, down from 45.3% in 2020. In 2021 73.8% of males received a bonus (up from 6.5% in 2020) compared to 77.1% of females (up from 4.4% in 2020).
Employee table
|
Entity |
Spire Healthcare Ltd |
Spire Healthcare Group plc (including Spire Healthcare Limited and Montefiore House Limited) |
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|
Number of Employees (includes bank workers) |
12,318 |
12,563 |
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|
Women’s Hourly Rate is: Mean Median |
17.3% lower 7.1% lower |
17.1% lower 6.6% 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% |
25.6% |
74.4% |
|
|
16.7% |
83.3% |
16.9% |
83.1% |
|
|
18.8% |
81.2% |
18.9% |
81.1% |
|
|
19.2% |
80.8% |
19.2% |
80.8% |
|
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Women’s bonus pay is: Mean Median |
50.2% lower 0.0% |
49.7% lower 0.0% |
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Who received a bonus? Men Women |
73.8% 77.1% |
73.9% 77.0% |
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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. Our Executive Committee demographic is now 43% female, compared to 100% male just three years ago. Along with three women on our Group Board, this reflects our commitment to driving fair representation by gender across the wider business.
We are taking a number of positive steps to reduce the gender pay gap and ensure the fair treatment of females across our business. Our Reward Framework helps to address pay anomalies and we believe, in time, will help reduce our gender pay gap. Our Competency Framework guides development as well as being used for talent and succession planning. Our aim, through all of this, is to support and enable women to develop and progress within Spire Healthcare.
Our Board members monitor diversity regularly through a number of mediums including data reviews, recruitment decisions and discussions in their plc Board meetings. Diversity is also regularly reviewed as part of the workforce demographics by the Remuneration Committee and Executive Committee. 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.
