Are you looking for a new career? 
Gender Pay Gap Report 2024
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation which are shown below; it will not involve publishing individual employees data.
The gender pay gap is the difference in average pay between the men and women in our workforce. It is different to equal pay, which means we must pay men and women the same for equal or similar work.
We are required to publish the results on our own website and a government website. We will do this each calendar year in relation to the snapshot date of 5 April of the previous year. This report therefore refers to the snapshot date of 5 April 2024.
We can use these results to assess:
- The levels of gender equality in our workplace
- The balance of male and female employees at different levels
- How effectively talent is being maximised and rewarded.
Gender Pay Figures
Pay and Bonus Gap 2024
| Mean | Median | |
|---|---|---|
| Gender Pay Gap | 2.7% | 0.0% |
| Bonus Gap | 35.9% | 23.1% |
* A positive number in this table indicates a pay gap in favour of men i.e. women receive less pay on average than men. A negative number indicates a pay gap in favour of women.
Pay and Bonus Gap 2023
| Mean | Median | |
|---|---|---|
| Gender Pay Gap | 4.8% | 0.0% |
| Bonus Gap | -0.2% | 0.0% |
* A positive number in this table indicates a pay gap in favour of men i.e. women receive less pay on average than men. A negative number indicates a pay gap in favour of women.
Pay and Bonus Gap 2022
| Mean | Median | |
|---|---|---|
| Gender Pay Gap | 11.6% | -1.9% |
| Bonus Gap | 2.1% | 12.5% |
* A positive number in this table indicates a pay gap in favour of men i.e. women receive less pay on average than men. A negative number indicates a pay gap in favour of women.
Pay and Bonus Gap 2021
| Mean | Median | |
|---|---|---|
| Gender Pay Gap | 6.1 | 0.0% |
| Bonus Gap | 77.3% | 47.6% |
* A positive number in this table indicates a pay gap in favour of men i.e. women receive less pay on average than men. A negative number indicates a pay gap in favour of women.
Proportions of Employees receiving a Bonus 2024
| Women | 0.4% |
| Men | 1.0% |
Proportions of Employees receiving a Bonus 2023
| Women | 81.0% |
| Men | 64.0% |
Proportions of Employees receiving a Bonus 2022
| Women | 0.8% |
| Men | 0.3% |
Proportions of Employees receiving a Bonus 2021
| Women | 0.8% |
| Men | 1.0% |
Proportions of Men & Women in Each Quartile Band 2024
| Lower Quartile | Lower Middle Quartile | Upper Middle Quartile | Upper Quartile | |
|---|---|---|---|---|
| Women | 56% | 57% | 63% | 63% |
| Men | 44% | 43% | 37% | 37% |
Proportions of Men & Women in Each Quartile Band 2023
| Lower Quartile | Lower Middle Quartile | Upper Middle Quartile | Upper Quartile | |
|---|---|---|---|---|
| Women | 56% | 61% | 72% | 63% |
| Men | 44% | 39% | 28% | 37% |
Proportions of Men & Women in Each Quartile Band 2022
| Lower Quartile | Lower Middle Quartile | Upper Middle Quartile | Upper Quartile | |
|---|---|---|---|---|
| Women | 69% | 67% | 77% | 63% |
| Men | 31% | 33% | 23% | 37% |
Proportions of Men & Women in Each Quartile Band 2021
| Lower Quartile | Lower Middle Quartile | Upper Middle Quartile | Upper Quartile | |
|---|---|---|---|---|
| Women | 66% | 66% | 76% | 70% |
| Men | 34% | 34% | 24% | 30% |
Understanding the Gender Pay Gap
Hesley Group’s workforce has more female employees 60% (compared to 63% in 2023) than male employees 40% (compared to 37% in 2023). These splits are representative of the care sector in general.
Our median average pay gap for 2024 is 0.0%, this means there is no pay gap between males and females. Our mean average pay gap is 2.7%, in favour of males but has reduced from 4.8% last year. These figures are significantly lower than the ONS national pay gap among all employees which decreased to 13.1% in 2024 from 14.3% in 2023.
Only 0.7% of colleagues within the organisation received any form of bonus in 2024, this therefore contributes to the large disparity in the Bonus Pay Gap. In 2024 bonus provisions returned to normal, after an exceptional year in 2023 where a thank you bonus was awarded to the majority of the workforce.
Across the pay quartiles the spread of males and females is fairly consistent between years with the exception of the upper and middle quartile which can largely be attributed to a higher number of male colleagues taking the step into Team Leader positions across services.
Our Commitment to Gender Pay Equality
Across the organisation the median pay for our Colleagues is £13.55 per hour (Female colleagues £13.41 and Males £13.77). We have seen this gap reduce over recent years due to a continued focus to ensure a fair, consistent and transparent approach to setting pay and terms and conditions for our workforce. We have addressed historical anomalies, taken steps to remove barriers to colleagues returning from family leave and provided more opportunities for career development and progression. We continue to strive to reduce our Gender Pay Gap even further and to eradicating gender pay disparity.
Our Ethnicity Pay Gap Commitment
We are taking steps to improve the data we hold on the demographic breakdown of our workforce to allow the organisation to make a meaningful statement on our Ethnicity Pay Gap in 2025. Hesley Group a more diverse and vibrant place to work than ever before. There are over 20 nationalities represented in our workforce, from 5 different continents, meaning we have colleagues bringing their expertise and values led care and support from around the globe. We estimate our workforce to be made up of approximately 65% White British colleagues and 35% Black, Asian and Minority Ethnicity colleagues of which around 22% are Black African and 8% are Black Caribbean. However, we are committing to developing our data to a point where were can publicly state our Ethnicity Pay Gap with confidence and then take the appropriate steps to address any inequalities which may be identified.
I confirm the data reported is accurate.
Virginia Perkins
Chief Executive Officer
27 March 2025