Princess Alice Hospice is a very special place to work and volunteer - where you'll be respected, appreciated and supported. Are you compassionate? Do you strive for excellence? Then we want you in our amazing team.
Do you share our values?
Our people are incredible – and we need more like them. We’re all individuals but together we share a strong set of values. We call them our I-CARE values and they’re at the heart of everything we do – whether we’re managing a patient’s pain, teaching an art class, greeting visitors, or raising funds.
What does I-CARE mean to you?
Integrity:
- We are honest and open
- We are trustworthy and authentic in our dealings with others
- We always try to do the right thing
Compassion:
- We are kind, supportive and caring
- We have empathy and listen to those around us
- We are warm and positive in our interactions
Accountability:
- We work together to make the Hospice’s vision a reality
- We take responsibility for our work, performance and behaviour
- We acknowledge and learn from our mistakes
Respect:
- We are inclusive, we value difference and work together effectively
- We are sensitive to the thoughts, feelings and opinions of others
- We treat everybody with dignity
Excellence:
- We aim to be our best
- We are forward-thinking and open to change
- We share our skills, expertise and learning, striving for excellence together
How do we compare?
Princess Alice Hospice gender pay gap reporting 2025.
Introduction
As an organisation employing more than 250 people, the Hospice has to publicly 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.
Gender pay gap data
As at 5 April 2025 Princess Alice Hospice employed 448 people, with a significant proportion of our staff (70%) working less than the 37.5 hours classified as full time employment.
Our gender pay gap data at the above date indicates the following:
- Women’s mean average hourly rate is higher than men by 3.27%
- Men’s median average hourly rate is higher than women by 5.81%.
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.
| Men | Women | |
| Upper quartile | 2.91% | 97.09% |
| Upper middle quartile | 5.83% | 94.17% |
| Lower middle quartile | 4.13% | 95.87% |
| Lower quartile | 3.88% | 96.12% |
Commentary
Princess Alice Hospice is a charity with a mission to reach 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 (84% female vs 16% male at April 2025).
The difference between the mean and median figures reflects the overall workforce composition, rather than unequal pay for equal work. As a predominantly female organisation, small differences in the number of men in particular roles can have a proportionately larger statistical impact on the median calculation. The mean figure, which considers all hourly rates across the organisation, shows that on average women’s pay is slightly higher.
The quartile data demonstrates that women make up the majority of employees in every pay band, including the upper quartile (97.09%). The small proportion of male employees across the organisation means that even minor variations in role distribution can influence the median pay comparison.
It is important to note that the gender pay gap is different from equal pay. Equal pay relates to men and women receiving the same pay for the same or equivalent work, which Princess Alice Hospice is committed to and monitors through robust pay processes. The gender pay gap, by contrast, measures the overall difference in average pay between men and women across the entire workforce.
We pride ourselves on being an equal opportunities employer. Our 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 over 30% of our staff have taken advantage of these, to enable them to work in a way that works best for them in terms of their career aspirations and work life balance.
We remain committed to fairness, transparency and equality of opportunity in pay and progression. We will continue to review workforce data to ensure our employment practices support equity across the organisation.
Nigel Seymour, Chief Executive
A rewarding career change
“The opportunities are here to grab”
– Antonette, Senior Healthcare Assistant
