Gender Pay Gap report 2020
Introduction from Longhurst Group Chief Executive, Julie Doyle
As Chief Executive, I’m so proud to lead a diverse, equal, and inclusive organisation that provides all its people with the platform and opportunity to progress.
Addressing our gender pay gap remains a key priority for us, but also a significant challenge. It’s something that we’re keenly focused on and incredibly passionate about.
Disappointingly, our 2019 report showed that our gender pay gap increased following a significant period of organisational change and so, since then, a lot of work has been taking place in response.
Therefore, I’m pleased to say that our gender pay gap for 2020 has decreased, with both our mean and median gap now sitting below the average of not-for-profit organisations like ourselves. However, our figure is slightly above the national median average, underlining what we already knew – there’s still more we can do.
As we’ve highlighted in our previous reports, the composition of our Group means it’s extremely challenging to address our gender pay gap, but it’s also one of the reasons that I’m so proud of our fantastic organisation.
I’m pleased to say that our gender pay gap for 2020 has decreased, with both our mean and median gap now sitting below the average of not-for-profit organisations like ourselves. However, our figure is slightly above the national median average, underlining what we already knew – there’s still more we can do.
Care and Support
Our incredible Care and Support Team consistently goes above and beyond to provide heartfelt, personalised care to hundreds of customers across the Midlands and East of England. Never has the value of this been so starkly highlighted than by the outbreak of the Coronavirus pandemic and subsequent events of the last 12 months.
As with society in general, the vast majority of our Care and Support roles tend to be lower paid and occupied by women. However, we remain committed to doing all we can to buck this national trend and we continue to strengthen our efforts to attract more male workers into this fantastic profession.
Harry's Pledge – our commitment to carers
This year, we’ve been proud to lead on a national campaign that’s called for a new, national commitment to our carers, including Care and Support workers.
Harry’s Pledge calls on providers from across the country to sign up to four central pledges, one of which is specifically focussed on the need to further professionalise care, through the provision of clear qualifications and career paths, helping it to be viewed as a valued career choice with improved pay, benefits and conditions.
More and more organisations are showing their commitment by signing up to the Pledge and we look forward to pressing ahead with our exciting plans in the months to come.
I’m extremely proud to say that the gender split of the Group continues to underline that ours is an organisation in which women can and do progress into senior roles.
The leadership team that guides our organisation is well-represented by women, with four of us on the Executive Team, eight female directors and four of the nine seats on our Group Board currently being occupied by women.
While we’re pleased to be able to report a reduction in both our gender pay gap and our group-wide bonus gap – with bonuses being distributed across genders more equally this year – we’re far from complacent and look to the year ahead with a determination to build on these encouraging results.
Chief Executive, Longhurst Group
Our Gender Pay Gap results
In communicating our gender pay gap findings for the 2020 snapshot date, we have conducted the calculations for the Group as a whole, following on from the consolidation of the Group in July 2019.
Last year, whilst separate calculations were made for member companies due to the Group consolidation taking place after the Gender Pay Gap snapshot date of 5 April 2019, the main comparator used in this report for the 2019 period is that of the Groupwide calculations also completed in 2019.
The Group-wide mean gender pay gap for 2020 has decreased this year to 17.6%, and the median has also decreased to 17.6%, both now below the mean and median results for other not-for-profit organisations, but slightly above the median national average of 15.5% – showing that we still have work to do in closing the gap.
Mean gender pay gap – 2019 and 2020
Median gender pay gap – 2019 and 2020
The proportion of male colleagues receiving a bonus in 2020 increased from 11% to 14%, while the proportion of female colleagues increased from 7% to 13%. As the bonuses paid have been allocated more equally between each gender this year, we have seen a positive impact on the bonus pay gap results.