The Company’s gender pay gap report for the pay period including 5 April 2019 is as follows:
|Pay quartiles||Band A (lowest)||9.5%||90.5%|
|Band D (highest)||17.9%||82.1%|
|Mean gender pay gap:||0.94%|
|Median gender pay gap:||0.00%|
|Mean gender bonus gap:||-100%|
|Median gender business gap||-100%|
|Percentage paid bonus||0.00%||1.3%|
I confirm that the above information is accurate.
It is the policy of Mariposa Care Group Limited to take all reasonable steps to employ and promote employees on the basis of their abilities and qualifications without regard to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief, sex and/or sexual orientation. As an equal opportunities’ employer, we believe in appointing the best candidate into the role.
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 2019 which was based on a total of workforce of 334 employees, of which 298 were women and 36 were men.
The median gender pay gap of 0% evidences that men and women are not paid differently for the same or equivalent work.
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.
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 sector and roles in Band D pay quartile to continue to create a more even gender balance in the workplace.