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 81% female and includes 22% temporary workers. Our temporary workers are predominantly bank colleagues comprising nurses and other clinical staff.

We are committed to a culture of respect, inclusion and collaboration, 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. Last year we also reported gender pay gap figures for Montefiore House Limited, a joint venture hospital based in Brighton, but in April 2019 they did not have 250 relevant employees for gender pay gap purposes and are therefore not reported separately this year. 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 2019

Entity

Spire Healthcare Ltd

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

Number of Employees (includes bank workers)

11,272

11,498

Women’s Hourly Rate is:

Mean

Median

16.9% lower
9.0% lower

20.4% lower
8.4% lower

Pay Quartiles:

Top Quartile

Upper Middle Quartile

Lower Middle Quartile

Lower Quartile

MEN

WOMEN

MEN

WOMEN

25%

75%

25%

75%

15%

85%

15%

85%

17%

83%

18%

82%

17%

83%

18%

82%

Women’s Bonus Pay is:

Mean

Median

48.2% lower
25% lower

48.3% lower
25% lower

Who received a Bonus?

Men

Women

3.5%

3.2%

3.4%

3.1%

Key findings

The overall median gender pay gap in both Spire Healthcare Limited and the Spire Healthcare Group (9.0% and 8.4% respectively) is considerably lower than the Office for National Statistics (ONS) provisional national average of 17.3% (as per their publication of 29th October 2019).  The median gender pay gap at Spire has dropped by 1.3% in 2019, whereas the ONS reported a reduction of just 0.5% in the same year.

The improvement in Spire’s median gender pay gap will be partly due to the promotion of a female internal candidate to the position of Group Clinical Director and the hiring of a female external candidate to the position of Group HR Director.  Both positions sit on our Executive Committee.

The bonus gender pay gap set out above for 2019 should be treated with caution.  Firstly, less than 4% 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.

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, and has improved this year, we still recognise that there continues to be a gender pay gap.

We have taken a number of 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. 

Initiatives already launched over the last couple of years include:

1. Improvements to Maternity Pay

Previously, Spire Healthcare only provided statutory maternity pay (SMP) to eligible employees. We 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.

2. Reward Framework

We have created a Reward Framework (one grading and pay structure that can be 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.

3. Leadership Development Programme

We ran a Leadership Development Programme in conjunction with Ashridge Business school. This programme was to give our people 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. This programme was attended by c. 70 employees, including all our Hospital Directors. While this initiative was not directly targeted at a specific gender, almost half of the attendees were female.

4. Competency Framework

To provide greater transparency we launched a detailed framework that will show colleagues what skills they require for each role at each level. This will allow our colleagues to identify areas for development and consider ways to progress within the business. This is already being used for talent and succession planning in our key roles, particularly for Hospital Directors and their senior teams.

 

These are in addition to initiatives which we are looking to launch in 2020 which include a new leadership programme for middle managers, participation in the Global initiative, the “Nightingale Challenge” and extensively extending our Apprenticeship programme.

We will continue to monitor our gender pay gap and we are committed to taking further steps and finding opportunities to reduce the gap over time.