Medacs Healthcare Gender Pay Gap Report 2023 V1 - Flipbook - Page 3
Gender pay gap report 2023
Understanding the gender pay gap
Gender pay vs equal pay
A gender pay gap shows the difference in average pay across
all of the men and women in an organisation, industry or
country as a whole. It can be driven by the differing number
of men and women across all roles. It is not the same as an
equal pay comparison which looks at how much men and
women are paid for carrying out the same role.
How we calculated our numbers
Under the UK Government9s Gender Pay Gap regulation,
companies need to report their gender pay gap for all legal
entities in Great Britain with more than 250 employees.
RSS Global has provided reports for its legal entities in the UK
that fulfil these criteria.
As required, we have provided data on all of our permanent
and temporary employees. Given we are a staffing
business, we have a very high number of temporary
employees on our payrolls at any one time working in
roles for our customers. This number fluctuates depending
on requirements from our clients, and typically the rate of
pay that our temporary workers receive is decided by our
clients.
Pay quartiles explained
Median and mean gaps explained
The figure used most regularly is the median gender pay gap.
To help bring this to life, imagine all the women at Medacs Healthcare standing in one line, from lowest paid
by hour to highest, and all the men doing the same in another line. The median gender pay gap is the percentage
difference in hourly pay between the woman in the middle of the line and the man in the middle of the line.
Hourly pay includes leave and any shift premiums, but not overtime.
A pay quartile is calculated by listing the hourly pay rates for
everyone in the business then dividing them in to four equal
sized groups. We then work out the percentage of men and
women in each group.
The mean gender pay gap is the percentage difference in the average pay of men and women. This is calculated
by adding up all the hourly pay rates for all the women in a business and dividing it by the number of women, then
doing the same for the men and comparing the difference. The mean can be affected by different numbers of
men and women in different roles. Therefore, we also report the number of men and women in different pay
quartiles.
MEDACS HEALTHCARE | GENDER PAY GAP REPORT
We also report the median and mean differences in bonus pay over a twelve-month period, and the percentage of
men and women who received a bonus. A positive percentage shows a gap in favour of men; a negative
percentage shows a gap in favour of women.
