Gender Pay Gap

Mihomecare is part of the City and County Healthcare Group of Companies (City and County).  We employ an inclusive and diverse workforce, including diversity of culture, race, religious diversity, disability, age, sexual orientation and gender, we firmly believe this diversity underpins our long-term success. Understanding and recognising our diversity and how this reflects the communities we serve is another way of ensuring that all of the City and County companies are great places to work.

All City and County companies have a gender-neutral recruitment process and have introduced improvements in all job advertisements, advice and guidance on diversity for managers when interviewing, the use of job boards and online networks, improving our careers website, and increasing the profile of women in senior roles.

We are passionate about developing a diverse and inclusive workforce, and when it comes to gender diversity we are focused on increasing the presence of women across our leadership teams. The COVID-19 pandemic was a profound shock to business, societies and the work our people perform, underlining society’s reliance on women both at work and home and we recognise the impact the pandemic has had upon families, particularly women.

Gender Pay Gap Overview

Mihomecare Gender Pay Data

	2021	2020
Pay Gap	%	%
Pay Gap between Male and Female Mean	9	7.4
Pay Gap between Male and Female Median	0	10.9
Bonus Gap
Bonus Gap Mean	70	81.1
Bonus Gap Median	0	94.6
Males Receiving a Bonus	72	2.6
Females Receiving a bonus	80	1.5
Gender Pay split by pay Quartiles
Male Top Quartile	19	19
Female Top Quartile	81	81
Male Upper Middle Quartile	11	15
Female Upper Middle Quartile	89	85
Male Lower Middle Quartile	21	10
Female Lower Middle Quartile	79	90
Male Lower  Quartile	13	18
Female Lower  Quartile	87	82

 

As part of the City and County group we are committed to pay parity and have implemented new initiatives which should help to reduce our gender pay gap including:

• The implementation of a Pay & Grading Framework that includes one pay structure across all our operating companies to increase consistency and understanding of pay decisions.
• Development of training across the organisation, including our diversity and unconscious bias training, to ensure staff understand their responsibilities and have insight into the underlying factors which contribute to a gender pay gap.
• Enhanced opportunities across our organisational hierarchy from apprenticeships to leadership development programmes to promote our employees’ development and career progression. This includes diverse shortlists, support and training to develop skills, experience and confidence to successfully apply for internal positions and achieve career progression.
• We have reviewed our terms and benefits to support women in the workplace and improve the work life balance for all our employees including working practices such as flexible working patterns, hybrid and home working for certain roles, and the ability to purchase additional annual leave.

I confirm that our data is accurate and prepared in accordance with the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

James Thorburn – Chief Executive Officer