Gender Pay Gap Report East Riding
Under legislation that came into force in April 2017, UK employers with 250 employees or over are required to publish their gender pay gap under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This requires six calculations and presenting the results that show the difference between the average earnings of men and women in our organisation.
2022 Reportable Statistics
| % | |
| Mean Pay | 22.7 |
| Median Pay | -3.5 |
| Mean Bonus | 14.7 |
| Median Bonus | 0.0 |
| Male percentage who receive bonus | 82.4 |
| Male percentage who receive bonus | 82.0 |
Quartiles
| Male % | Female% | |
| Lower | 15.0 | 85.0 |
| Lower-mid | 15.0 | 85.0 |
| Upper-mid | 6.7 | 85.0 |
| Upper | 18.3 | 81.7 |
Declaration
We confirm that the Care Precious Limited gender pay gap calculations are calculated in accordance with the guidance and requirements prescribed by the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
2023 Reportable Statistics
| % | |
| Mean Pay | 22.7 |
| Median Pay | 1.9 |
| Mean Bonus | -6 |
| Median Bonus | -30.4 |
| Male percentage who receive bonus | 20.0 |
| Male percentage who receive bonus | 24.9 |
Quartiles
| Male % | Female% | |
| Lower | 16.7 | 83.3 |
| Lower-mid | 22.6 | 77.4 |
| Upper-mid | 16.7 | 83.3 |
| Upper | 25.9 | 74.1 |
Declaration
We confirm that the Care Precious Limited gender pay gap calculations are calculated in accordance with the guidance and requirements prescribed by the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Kris Darnell
Finance Director