Mariposa Care Group Limited’s gender pay gap report for the pay period including 5 April 2021 is as follows:
|Pay quartiles||Band A (lowest)||9.9%||90.1%|
|Band D (highest)||22.5%||77.5%|
|Mean gender pay gap:||3.80%|
|Median gender pay gap:||0.00%|
|Mean gender bonus gap:||-69%|
|Median gender business gap||-75%|
|Percentage paid bonus||0.2%||1.6%|
I confirm that the above information is accurate.
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 of 5 April 2021 which was based on a total of workforce of 568 employees, of which 488 were women and 80 were men. The workforce is typical of the sector with a higher proportion of female employees compared to male. However, we have seen a 1.5% increase in the number of men we employ.
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 variation in Band D is reflected further in the 3.8% mean average gender pay gap. However, this gap has closed since 2020 reporting where it was 6.51%.
The median gender pay gap of 0% highlights that men and women in the same job role are routinely paid the same rate of pay.
There is a discretionary, performance-based bonus scheme, which is equally accessible to men and women in the same job role of home manager who have been in post for at least 6 months of the financial year. These factors attribute to the gender bonus gap mean average being -69%.
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 and monitor our values-based recruitment processes, pay and rewards offering, and robust exit interview processes to continue to create a more even gender balance in the workplace.