Gender pay update
Last updated: December 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 2022 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.
| Percentage of males and females in pay quartiles | ||||
| Lower | Lower mid | Upper mid | Upper | |
| Male | 2% | 9% | 0% | 5% |
| Female | 98% | 91% | 100% | 95% |
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 on a mean (average) basis, but the average female’s gross hourly earnings are higher on a median (midpoint) basis.
Pay gap
| Median (midpoint) | Mean (average) |
| 5% higher for female colleagues | 8% 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
During the 2021-22 tax year, bonuses were paid to 62 female employees and no male employees. The company mainly awards small “spot” bonuses recognising carers taking on additional assignments at short notice and “refer a friend” bonuses for introducing new carers.
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 |
| 0% | 28% |
Bonus gap
| Median (midpoint) | Mean (average) |
| n/a | n/a |
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
December 2022
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