Fact and Figures
Your careIn the financial year 2016-2017 we reached more people than ever by delivering care at home for some 2,200 people and supporting over 460 patients with complex needs in our wards. Working together, our highly trained team has ensured that our patients, their families and carers get the right care by the right person at the right time. For more information click here
Your charityIt costs over £9.5 million each year to provide our free, high quality care. We are investing in developing services to reach out to even more people in need. As a charity 74% of our income is generated by fundraising, retail operations, donations and legacies and it is only the ongoing, generous support of the local community that makes it possible to do our work. For more information click here
Your timeWe would not be able to deliver our services without the help of our amazing volunteers. More than 690 volunteers provide support at the Hospice and in the community and just over 540 help in 44 shops. Their time and energy are essential and add enormous value to our services. For more information click here
Princess Alice Hospice gender pay gap reporting 2017
From 2017 onwards, any UK organisation employing 250 or more employees has to publically report on its gender pay gap. The gender pay gap shows the difference in the average earnings between all men and all women in an organisation.
Princess Alice Hospice is a charity with a mission to reach out to more people by delivering outstanding care, nurturing compassionate communities, sharing our knowledge and expertise and influencing the debate around death and dying. We operate in a sector that is predominately female so it is no surprise that our workforce is similarly so (87% v 13%). In addition we fund a significant part of our charitable activity from the profits made through our chain of 46 shops – charity retail is another sector that has a largely female workforce.
Gender pay gap data
As at the 5 April 2017 Princess Alice Hospice employed 415 people. A significant proportion of our staff (53.5%) are contracted to work less than the 37.5 hours.
Organisations are required to report on the gender pay gap in relation to the mean and median hourly rate. Our gender pay gap data indicates that women’s hourly rate is 0.48% higher (mean) and 3.6% higher (median) than men’s.
We are also required to report on the proportion of males and females in each quartile pay band. The data below indicates that women represent the majority of our employees at all levels of our organisation.
Upper quartile 11% 89%
Upper middle quartile 13% 87%
Lower middle quartile 14% 86%
Lower quartile 15% 85%
The data demonstrates that we do not currently have a gender pay gap of any significance and therefore no specific action is required. However it should be noted that this is in the context of having a workforce that is predominantly female and therefore even small fluctuations in the male workforce could have a significant impact on our gender pay gap in the future.
The Hospice is committed to being an equal opportunities employer. Underpinning HR policies and guidelines are reviewed regularly and supported by training and development. Remuneration is approved on the basis of role and is benchmarked against national pay scales e.g. NHS Agenda for Change, or local labour markets. We have flexible working policies and practices and 37% of our staff have taken advantage of these to enable them to work in a way that is best for them.
In April 2017 the trustee Board approved a Talent and People Strategy that will ensure that we have the right knowledge, skills and resources to deliver our mission over the next five years. Crucial to that is making the best use of the talent we already have within our workplace, enabling our staff to develop and progress irrespective of gender (or any other differentiating factor).Nicki Shaw