Gender Pay Gap Information

At Tidins Healthcare, we are committed to promoting gender equality and diversity in our organisation. We believe that having a balanced and inclusive workforce is not only fair and ethical, but also beneficial for our performance, productivity, and reputation.

As part of our commitment, we comply with the UK Gender Pay Gap reporting requirement, which is a regulation under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This regulation requires employers with 250 or more employees in England, Wales and Scotland to report annually on the difference between men’s and women’s earnings within their organisation.

The gender pay gap is not the same as equal pay, which means that men and women performing equal work, or work of equal value, must receive equal pay. Equal pay has been a legal requirement for decades and is currently covered by the Equality Act 2010. The gender pay gap measures the difference between men and women’s average earnings in an organisation. It does not take into account people’s roles or seniority.

The gender pay gap is calculated using six metrics:

• Mean gender pay gap: the difference between the average hourly rate of pay of male and female employees

• Median gender pay gap: the difference between the midpoints of the hourly rate of pay of male and female employees

• Mean bonus gender pay gap: the difference between the average bonus pay of male and female employees

• Median bonus gender pay gap: the difference between the midpoints of the bonus pay of male and female employees

• Proportion of males and females receiving a bonus payment: the percentage of male and female employees who received any amount of bonus pay

• Proportion of males and females in each pay quartile: the percentage of male and female employees in four equal-sized groups based on their hourly rate of pay

We report our gender pay gap data by 4th April each year on our own website and on a dedicated Governmental reporting portal2. We also provide a written statement confirming that the information is accurate, signed by an appropriate senior person.

We use our gender pay gap data to identify and address any issues related to gender equality in our organisation, such as recruitment, retention, promotion, training, and career development. We also use it to improve our performance, productivity, and reputation by attracting and retaining diverse talent, enhancing employee engagement and satisfaction, and demonstrating social responsibility.

You can find our latest gender pay gap report here3. If you have any questions or feedback about our gender pay gap information, please contact us at info@tidinshealthcare.co.uk. 

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