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Gender Pay Gap

Havens Hospices submits yearly Gender Pay Gap information as part of The Equality Act 2010.  

For 2022/23, the data shows: 

Gender Pay Gap 


Mean Pay Gap 


Median Pay Gap 


Mean Bonus Pay Gap 


Median Bonus Pay  


We are reporting a mean pay gap for both hourly pay and bonuses. The mean pay gap is influenced by very high and very low pay. It does not report typical hourly earnings, and as we have a predominately female workforce and a very small number of male employees, even small fluctuations in the male workforce can have a significant impact on our gender pay gap, specifically our “mean” calculation.

Key findings in the data analysis identified a higher percentage of females working in support-type roles and a higher percentage of males working in more senior roles; this sways the data set.

It is important that we look at our pay gap overtime. The overall picture shows an increasing pay gap which we have been able to close since our last report. 

We believe this figure has improved significantly due to an increased female presence in senior positions across the charity as well as developing and refining our recruitment process to drive equity, transparency and fairness in all roles.  However, it is good practice to continually review, understand the data and seek to address any disparities.

As part of our Equality, Diversity and Inclusion strategy, we should continue to explore how we can attract more men into our organisation to create a more even gender balance, given that we have more women than men at most levels of our organisation. We can also continue to make strides in the data we collate and retain and seek to commit to publishing data on disability pay gaps and ethnicity pay gaps in the future.

We will continue to address our gender pay gap through the commitments under the People focused strategic plan but more widely:

  • Minimising career obstacles for working parents – responsibilities typically biased towards women
  • Provide training around unconscious bias and EDI, to increase awareness, and develop improved inclusivity and diversity across our workforce
  • Ensuring our reward frameworks drive and delivers equity of pay
  • Developing our attraction and recruitment practices to drive equity, transparency, and fairness in all reward matters
  • Continue to improve opportunities across all roles in all areas of the organisation; and
  • Continue to improve our recruitment, talent management and career development practices to actively promote and deliver opportunity for all talented people seeking development opportunities across the organisation.