Gender pay update
Last updated: February 2022
We’re dedicated to providing equal opportunities to all members of staff, regardless of age, gender, race or background.
Our gender pay analysis for 2021 is based on the pay of all Trinity Care at Home employees who were paid in the relevant payroll period, which included the 5th April 2021 snapshot date required under legislation.
It includes an analysis of bonus payments paid in the same tax year.
Pay quartiles
This table outlines the gender distribution at Trinity Care at Home across four pay quartiles. There were 265 total employees in the relevant payroll period of whom 255 were female and 10 were male.
| Percentage of males and females in pay quartiles | ||||
| Lower | Lower mid | Upper mid | Upper | |
| Male | 3% | 2% | 5% | 6% |
| Female | 97% | 98% | 95% | 94% |
Gender pay gap
There is a gender pay gap at Trinity Care at Home, which means that the average male’s gross hourly earnings are higher than those for women.
The majority of the care workforce employed by Trinity Homecare are female. The male representation falls mainly in office based support roles and therefore appears to imbalance the overall gender pay gap. Across all roles in the organisation we do not differentiate between pay rates based on gender.
Pay gap
| Median (midpoint) | Mean (average) |
| 4% higher for male colleagues | 12% higher for male colleagues |
For all departments across the business, we do not differentiate on pay rates between male and female, and this is reflected at all levels of the organisation.
Bonus gap
We pay few bonuses, with those that are paid going to operational managers, which are linked to performance, and commission to sales and recruitment staff.
The difference between bonuses for our male and female employees, covering bonuses and commissions, are outlined below:
Percentage of colleagues receiving a bonus
| Male | Female |
| 20% | 2% |
Bonus gap
| Median (midpoint) | Mean (average) |
| 25% | -805% |
Note that during the 2020-21 tax year, the bonus (which also includes commission payments) sample size was very small – 2 men and 5 women – with women paid higher average bonuses than men as the two highest bonus payments were made to female employees.
I confirm that this data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Steve Clarke, Chief Financial Officer
February 2022
