{"id":456,"date":"2018-03-21T17:06:11","date_gmt":"2018-03-21T17:06:11","guid":{"rendered":"https:\/\/neshealthcare.co.uk\/?page_id=456"},"modified":"2020-03-16T16:00:27","modified_gmt":"2020-03-16T16:00:27","slug":"gender-pay-reporting","status":"publish","type":"page","link":"https:\/\/neshealthcare.co.uk\/about-nes\/gender-pay-reporting\/","title":{"rendered":"Gender Pay Reporting"},"content":{"rendered":"
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NES Healthcare is committed to the principles of equal pay for all our employees. We understand that equal pay between males and females is a moral obligation and a legal right in accordance with the Equality Act 2010.<\/p>\n

We continually strive to eliminate any gender bias in our salary and bonus structures and will take action to address any inequality should it be found to exist.<\/p>\n

The information we are required by law to publish is detailed below. Like many companies that have reported, NES has a lower proportion of females in management roles than we would ideally like to see. We have however made significant progress in this area and our goal is to continue to do so.<\/p>\n<\/div>\n<\/div><\/div><\/div><\/div>

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Pay quartiles \u2013 Men and women in each quarter:<\/h3>\n\n\n\n\n\t\n\n\t\n\t\n\t\n\t\n\t
<\/th>2023<\/th>2023<\/th>2022<\/th>2022<\/th>\n<\/tr>\n<\/thead>\n
<\/td>Men
\n<\/td>		Women<\/td>Men<\/td>Women<\/td>\n<\/tr>\n
Top quartile<\/td>69.3%<\/td>30.7%<\/td>57.0%<\/td>43.0%<\/td>\n<\/tr>\n
Upper middle quartile<\/td>62.1%<\/td>37.9%<\/td>72.4%<\/td>27.6%<\/td>\n<\/tr>\n
Lower middle quartile<\/td>67.9%<\/td>32.1%<\/td>65.6%<\/td>34.4%<\/td>\n<\/tr>\n
Lower quartile<\/td>72.9%<\/td>27.1%<\/td>70.9%<\/td>29.1%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\n<\/div>\n<\/div><\/div><\/div><\/div>
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Bonus pay:<\/h3>\n\n\n\n\n\t\n\n\t\n\t
<\/th>2023<\/th>2023<\/th>2022<\/th>2022<\/th>\n<\/tr>\n<\/thead>\n
<\/td>Men
\n<\/td>		Women<\/td>Men<\/td>Women<\/td>\n<\/tr>\n
Who received<\/td>62.3%<\/td>51.4%<\/td>61.1%<\/td>62.0%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\n<\/div>\n<\/div><\/div><\/div><\/div>
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Mean and Median comparisons:<\/h3>\n\n\n\n\n\t\n\n\t\n\t\n\t
<\/th>2023<\/th>2023<\/th>2022<\/th>2022<\/th>\n<\/tr>\n<\/thead>\n
<\/td>Mean
\n<\/td>		Median<\/td>Mean<\/td>Median<\/td>\n<\/tr>\n
Women's hourly rate is<\/td>3.8% Lower<\/td>0.4% Higher<\/td>7.2% Higher<\/td>3.1% Higher<\/td>\n<\/tr>\n
Women's bonus pay is<\/td>39.2% Lower<\/td>0.0% Lower<\/td>55.3% Lower<\/td>16.7% Lower<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\n<\/div>\n<\/div><\/div><\/div><\/div>
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For more information please email enquiries@neshealthcare.co.uk<\/a>.<\/p>\n<\/div>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"

NES Healthcare is committed to the principles of equal pay for all our employees. We understand that equal pay between males and females is a moral obligation and a legal right in accordance with the Equality Act 2010. We continually strive to eliminate any gender bias in our salary and bonus structures and will take action to address any inequality should it be found to exist. The information we are required by law to publish is detailed below. Like many companies that have reported, NES has a lower proportion of females in management roles than we would ideally like to see. We have however made significant progress in this area and our goal is to continue to do so. Pay quartiles \u2013 Men and women in each quarter:<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":11,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"sidebar-page.php","meta":[],"acf":[],"yoast_head":"\nGender Pay Reporting<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/neshealthcare.co.uk\/about-nes\/gender-pay-reporting\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Gender Pay Reporting\" \/>\n<meta property=\"og:description\" content=\"NES Healthcare is committed to the principles of equal pay for all our employees. We understand that equal pay between males and females is a moral obligation and a legal right in accordance with the Equality Act 2010. 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