Gender Pay Gap Information
BrisDoc Healthcare Services: Gender Pay Gap Summary 2022/23
Introduction
At BrisDoc, we are committed to promoting an inclusive culture where everyone, regardless of gender, has the opportunity to excel. Central to this commitment is our dedication to ensuring equal pay for equal roles across the organisation. Our workforce, strongly represented by women at all levels—including senior management—reflects our commitment to gender equality and our aim to mirror the diverse communities we serve.
Understanding the Gender Pay Gap
The gender pay gap measures the difference in average earnings between men and women within an organisation. It is important to distinguish this from equal pay, which deals with paying men and women the same amount for the same or equivalent work. The gender pay gap highlights overall disparities in earnings, aiming to promote transparency and encourage measures to achieve gender equality in the workplace.
Calculating the Gender Pay Gap
Our gender pay gap is calculated using both the mean (average) and median (midpoint) hourly earnings of men and women across the organisation, as of March 2023. This approach provides a comprehensive view of our gender pay dynamics, with the mean pay gap indicating average earnings differences and the median pay gap highlighting the midpoint of earnings distribution.
BrisDoc’s Gender Pay Gap
For the reporting period, BrisDoc’s median gender pay gap is -20.1%, meaning the midpoint hourly pay for men is 20.1% lower than for women. Conversely, our mean gender pay gap stands at +1.4%, indicating that on average, men earn 1.4% more than women per hour. These figures compare favourably against the UK national mean gender pay gap of 14.3% and the NHS’s 14.7% in 2022, highlighting our leadership in promoting gender pay equity.
Workforce Composition
BrisDoc’s workforce consists of 456 colleagues, with women representing 71.7%. This significant female representation spans all pay levels within our organisation, including 80% of management and 60% of senior leadership and board positions.
Bonuses and Awards
Our analysis of non-contractual bonuses and awards shows that women, on average, receive more in bonuses and vouchers than men, with 87.8% of women and 86.0% of men receiving some form of bonus or voucher.
Progress Over Time
Over the past seven years, we’ve observed a narrowing pay gap between men and women, particularly at higher pay rates. This trend underscores our ongoing commitment to gender pay equality and reflects the increasing representation of women in senior roles.
Moving Forward
Despite the encouraging state of our gender pay gap, we are focused on continuous improvement. Our efforts will include:
- Evaluating the impact of pay and bonus changes on the gender pay gap.
- Reviewing benefits, policies, and processes to ensure fairness.
- Enhancing support for women in the workplace through policy improvements and development opportunities.
Conclusion
BrisDoc remains dedicated to building an inclusive workplace where gender equality is foundational. Our approach to addressing the gender pay gap is transparent and proactive, showcasing our commitment to ensuring that every individual, regardless of gender, has the opportunity to succeed.