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Gender Pay Profile

The Company’s gender pay gap report for the pay period including 5 April 2020 is as follows:


    Male Female
Pay quartiles Band A (lowest) 5.8% 94.2%
  Band B: 8.6% 91.4%
  Band C: 14.4% 85.6%
  Band D (highest) 21.6% 78.4%
  Mean gender pay gap: 6.51%  
  Median gender pay gap: 0.00%  
  Mean gender bonus gap: -100%  
  Median gender business gap -100%  
  Percentage paid bonus 0.00% 1.2%

I confirm that the above information is accurate.

Miriam Beastall

HR Director


Mariposa Care Group Limited appoint, train, develop and promote on the basis of merit and ability.  We are committed to ensuring that existing members of staff, job applicants, and workers are treated fairly in an environment which is free from any form of discrimination.

The data outlined above as at 5 April 2020 which was based on a total of workforce of 556 employees, of which 486 were women and 70 were men.

The median gender pay gap of 0% evidences that men and women in the same job role are paid the same rate of pay.

The workforce is typical of the sector with a higher proportion of female employees compared to male.   This is evident in the gender bonus gap – which is 100% – as only home managers were in receipt of a bonus and the gender of all home managers at the time of reporting was 100% female.

The pay quartiles are proportionate of the male / female workforce split across all four pay quartiles – with a slight rise in male employees in the Band D pay quartile where there are roles such as maintenance and chef in this pay quartile.    This reasoning for the increase in Band D is reflected further in the 6.51% mean average gender pay gap.

Mariposa Care Group Limited’s recruitment strategy and learning and development opportunities are open to both men and women equally.  However, it is important to continue to review attracting more men to the care sector in all job roles by reviewing our values-based recruitment processes and robust exit interview processes.   We are also monitoring team members in Band D pay quartile to continue to create a more even gender balance in the workplace.