Gender pay gap
On 31 March 2017, it became mandatory for all public sector organisations with over 250 employees to report annually on their gender pay gap with the first year’s data being due on 31 March 2018. Medway Community Healthcare’s gender pay gap information is published below:
Average gender (ordinary) pay gap as a mean average (in terms of hourly pay)
Difference (£) 5.01
Difference (%) 24.1
Average gender (ordinary) pay gap as a median average (in terms of hourly pay)
Difference (-£) 0.26
Difference (%) 1.8
Average bonus gender pay gap as a mean average
Difference (£) 2383.69
Difference (%) 100
Average bonus gender pay gap as a median average
Difference (£) 2000
Difference (%) 100
The proportion of males and females receiving a bonus payment
Gender % of staff receiving bonus payment
Female 0.0
Male 1.6
Overall 0.2
The proportion of males and females in the lower, lower middle, upper middle and upper quartile pay bands (by number of employees rather than rate of pay)
Quartile %Males %Females
Lower 11.0 89.1
Lower middle 13.3 86.7
Upper middle 11.0 89.0
Upper 15.3 84.7
Overall 12.7 87.3