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Gender Pay Gap Reporting 2017

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into force on 6th April 2017.  These regulations require employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees.  The requirement applies to Bethphage.

The figures must be calculated using a specific reference date each year, called the ‘snapshot date’.  The snapshot date is 5 April for businesses and charities and the data must be published within a year of the snapshot date.  Bethphage published its first gender pay gap report on 4th April 2018.

The regulations require employers to calculate specified information and publish the information on the employer’s website and on a designated government website at

The gender pay gap differs from equal pay.

Equal Pay – Bethphage pays the same rates to men and women who carry out the same jobs in accordance with the law.

The gender pay gap shows the differences in average pay for men and women.  A number of factors influence this including seniority and the number of hours worked.

The Gender Pay Results for 5 April 2017

Based upon the snapshot date, Bethphage does not have a gender pay gap. Our female colleagues were paid marginally ahead of male colleagues on the snapshot date but just one male appointment at a senior level could reverse this.

As a registered charity, Bethphage is a values based organisation which, where possible, has an egalitarian approach to the treatment of its people. This is reflected in our approach to our performance bonus payments in which all colleagues, regardless of status received the same bonus proportionate to hours employed.

In the relevant period (6 April 2016 – 5 April 2017), the gender bonus gaps have been skewed because of the pay arrangements during the period when Bethphage operated without a CEO.  Without that factor, a negative mean bonus gap would have occurred because pro-rated bonuses received by the part-time employees are not adjusted for the purposes of the gender bonus gap calculations.  Significantly more of our female staff choose to work part-time (59% of all female workers) compared with their male colleagues (39% of all male workers).  Bonus payments are made to employees who meet various standard criteria, including time served with the company. During the reporting period proportionately more males received a bonus than women due to a lower staff turnover of males between the relevant dates.

Bethphage employs significantly more female colleagues than male staff, which is typical of the social care sector.  Of 303 staff on the snapshot date, 218 were female (72%) and 85 male (28%).  We are proud to have had consistent representation in similar proportions at all levels of the organisation, including the top team.

  Male Female Gap
Mean Pay £8.60 £8.78 -2.10%
Median Pay £7.90 £7.90 0.00%
Mean Bonus Pay £122.33 £133.29 -8.96%
Median Bonus Pay £100.00 £100.00 0.00%
Proportion receiving a bonus 60.00% 43.58%


The proportion of Males and Females in each quartile pay band

Male Female
Upper 25.00% 75.00%
Upper Middle 32.89% 67.11%
Lower Middle 25.33% 74.67%
Lower 28.95% 71.05%

A certified copy of the Bethphage report for 2017 can be downloaded here and the results may also be viewed by searching for Bethphage by name or company number 2971171 on the Government’s  gender pay gap reporting website or by following this link

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