Gender Pay Report

02 April 2018

Letter from Mark Raisbeck

 

Falck UK Ambulance Service Limited – Gender Pay Reporting

 

Dear Colleagues,

I am pleased to be able to share with you our Gender Pay Report for 2017 which is based on the data gathered from our ‘snapshot’ day of the 5th April 2017.

As a business, we employ more than 250 people and are therefore required by law to carry out Gender Pay Reporting under the Equality Act 2010 Regulations.

What is the Gender Pay Gap?

The Gender Pay Gap is the difference in pay between men and women explained through various statistics and it is influenced by a range of factors including geography and role.

The Gender Pay gap is different from equal pay

Equal pay is about a man and a woman receiving equal pay for undertaking the same or a similar job and is different from Gender Pay. Along with equal pay, Falck is committed to fostering a transparent and fair working environment, rewarding employees based on their performance.

Mean Pay Gap

The Mean Pay Gap is the difference in the average hourly pay for women compared to men within a company.

Median Pay Gap

The median represents the middle point of a population (50% of people above the point and 50% of the people below the point). For example, if you were to separately line up all the women in a company and all the men by their hourly pay rate, the Median Pay Gap is the difference between the hourly pay rates of the middle woman compared to that of the middle man.

Results of Falck UK Ambulance Service Limited:

  1. The Mean women’s hourly pay is 6.8% higher than the Mean male hourly pay
  2. There is no difference in the Median hourly pay between women and men
  3. The Mean Bonus Pay received by the male population of the business is 14.0% higher than that received by the female population of the business
  4. The Median Bonus Pay received by the male population of the business is 7.5% higher than that received by the female population of the business
  5. 68% of the male population of the business  received a bonus and 48% of the female population of the business received a bonus

 

 

  1. The split of the employee’s within each  pay quartile* is as follows:

 

Male

Female

Q1 (Upper)

66%

34%

Q2 (Upper Middle)

70%

30%

Q3 (Lower Middle)

93%

7%

Q4 (Lower)

76%

24%

 

*The quartiles represent the pay rates from the highest to the lowest of our employees split into four equal sized groups. The percentage of the men and women are shown within each quartile.

Overall Comments

The difference in the business Mean hourly pay rate is due to the relatively higher proportion of males in the two lower quartiles compared to the relative proportion of females in these quartiles.

The business operated a bonus scheme for a majority of its front line employees whilst there was no performance related bonus scheme for its senior managers.

The difference in the Mean and Median bonus pay is principally due to the variation in the attendance levels between the genders of our front line employees.

The bonus scheme for front line employees was withdrawn in 2017.

Further Information

Should you have any questions or feedback regarding our Gender Pay Reporting please contact us via our email address at genderpay@medicalservicesuk.com

 

 

 

 

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