Gender pay gap statement

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

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Our statement

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Gender Pay Reporting involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing individual employees’ data.

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 Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records.

Below is the statutory information of our results:

On the snapshot date, the gender split was 90% female and 10% male. A predominately female workforce is reflective of the care industry, where 82% of workers are female (Skills for Care,2023).

The mean gender pay gap of 4.4% is the result of the highest paid employees within the organisation being males in management roles and male care staff working unsocial and long hours that attracts a higher pay rate.

The median average of 3.4% presents a lower pay gap between female and male.

Mean and Median gender pay gap and bonus pay:

Proportion of women and men according to quartile pay bands:

Actions to help close the gap:

- We encourage career development across genders and seniority levels of the organisation through in house and external training and development.

- We support requests for flexible working and have a good mix of full time and part time colleagues.

- We reward staff fairly within an incremental pay system that provides equitable progression for male and female with policies in place that support gender equality (e.g. flexible working and maternity, paternity leave and shared parental leave policies). 

- Our recruitment and selection procedure aims to ensure that the most suitable candidate is chosen for the job, and that all applicants receive fair and equitable treatment during the recruitment and selection process.

- We also adopt a values-based approach to candidate selection: we’re interested in finding the right people for our organisation, not simply those who have care sector experience.

- Interviews are structured with same questions asked of all candidates, answers are graded based on the criteria.

- To promote diversity we consider methods for attracting applicants of a specific gender for roles where there is an existing gender imbalance. For example we target demographic categories such as males, people aged 55 or over and school-leavers including those categories that are already well-represented in our organisation.

- Salary range is used to allow candidates to negotiate the starting salary to meet their salary expectations.

- We constantly review our recruitment and employment policies to ensure they are non discriminatory.

I confirm that the published information in relation to the gender pay gap is accurate.

Darshan Bahth

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We're fully regulated by the Care Quality Commission.

The CQC monitor, inspect and regulate services to make sure they meet fundamental standards of quality and safety. They publish what they find, including performance ratings to help people choose care.

We are regulated by the Care Quality Commission which is the independent regulator of health and care in England.
Derbyshire Care Services is a trading name of Key 2 Care Limited,  a company registered in England and Wales.
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