Gender pay gap

Gender Pay Gap (GPG) Reporting

Spire Healthcare is a group of 40 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.

Spire Healthcare is a group of 40 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 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.  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 2020

Entity

Spire Healthcare Ltd

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

Number of Employees (includes bank workers)

11,706

11,943

Women’s Hourly Rate is:

Mean

Median

16.4% lower
6.6% lower

18.9% lower
6.6% lower

Pay Quartiles:

Top Quartile

Upper Middle Quartile

Lower Middle Quartile

Lower Quartile

MEN

WOMEN

MEN

WOMEN

24.9%

75.1%

24.9%

75.1%

15.2%

84.8%

15.4%

84.6%

19.1%

80.9%

19%

81%

18.1%

81.9%

18.4%

81.6%

Women’s Bonus Pay is:

Mean

Median

60.7% lower
45.3% lower

60.1% lower
45.2% lower

Who received a Bonus?

Men

Women

6.5%

4.4%

6.5%

4.4%

Key findings

The overall median gender pay gap of 6.6% in both Spire Healthcare Limited and the Spire Healthcare Group is considerably lower than the Office for National Statistics (ONS) provisional national average of 15.5% (as per their publication of 3 November 2020).  The median gender pay gap at Spire has dropped by 2.4% in 2020, whereas the ONS reported a reduction of 1.8% in the same year.  The 2.4% represents a further improvement to the 1.3% drop achieved in 2019.

Whilst the bonus gender pay gap data set out above for 2020 shows a widening of the percentage difference between men and women, this should be treated with caution.  Firstly, it was the first year that the management bonus schemes paid out at a reasonable level to all participants, but the data is still based on a small number of employees so any percentage increase is based on a relatively small data set. Figures for next year should reflect the number of women appointed to senior level roles in the last twelve months.

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. We are taking a number of positive steps to improve the gender pay gap and ensure the fair treatment of women across our business.  The steps we are taking are showing in the improvements in our mean and median pay gap outcomes.   

Following the appointments of our new General Counsel and Group Medical Director in 2020, our Executive Committee demographic is now 50% women, compared to 100% men just two years ago. This is in addition to the three women on our Group Board and these both clearly reinforce and reflect our commitment to driving fair representation by gender across the wider business.

Women have also been appointed to three out of seven Hospital Director roles in the last twelve months as we continue to strengthen our senior leadership team at this crucial level.

We will continue to implement a number of actions, which in time will help to reduce our gender pay gap even further. As well as better supporting our women employees, the initiatives are intended to enable our people to progress into more senior roles with greater confidence. 

During 2020, we developed our Diversity and Inclusion strategy.  The focus of this strategy from a people perspective is recognising, understanding, respecting and including our diverse workforce which will make us a more successful and effective organisation. Throughout the year we took a number of specific actions to support our women colleagues alongside broader diversity and inclusion improvements including: 

1. New LEAP (Learn, Engage, Apply & Perform) Programme

This internal leadership programme is a professional development and apprenticeship programme available at each of the leadership levels within Spire. The Leap Learning Journey is built around our bespoke Well Led Leadership Framework which has our Purpose and Values at its heart. The first year was initially aimed at our first level managers with 148 employees signed up to the programme in 2020.

2. Nightingale Challenge

We are proud to have joined for the first time, the externally led international programme which inspires the next generation of nurses as future leaders. The programme is supported internally by senior colleagues.  27 of our most talented nurses are active delegates on the programme which will help them to play a bigger role in multi-disciplinary teams, working to their full potential to innovate, to learn and to advocate.

3. Flexible working and carers’ support

As with all organisations, COVID-19 has had a significant impact on our people. We introduced a number of support mechanisms to help colleagues in different circumstances to adopt a range of flexible working options including working from home where possible, varying working hours, enhanced dependents’ leave as well as options for colleagues to take additional paid and unpaid leave where required.

4. Diversity and Inclusion programme

As part of our commitment to improving diversity and inclusion, we partnered with PDT Global and invested significantly in a diversity and inclusion programme which involved a variety of masterclasses and workshops for key colleague groups throughout the business including our Board and Executive Committee through to Heads of Department and our HR teams. 

These are in addition to initiatives already launched over the last couple of years to support our commitments which include:

1. Enhanced Maternity Pay – Eligible 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 – Designed to provide greater consistency between roles and locations and reduce the risk of pay anomalies.

3. Leadership Development Programme – The bespoke programme in partnership with Ashridge Business School was designed to support our Senior Leadership team, and whilst this initiative was not directly targeted by gender, almost half of the attendees were female.

4. Competency Framework – The detailed framework is designed to provide greater transparency and understanding of the skill requirements for each role and subsequently help employees identify areas for development and progress opportunities.

We will continue to monitor our gender pay gap and are committed to taking further steps and finding opportunities to reduce the gap over time. In spring 2021, we plan to launch a dedicated gender-focused network group to our range of existing groups, and, in summer 2021, we will be extensively extending our Apprenticeship programme.