Gender Pay Gap 2025/2026
Gender Pay Gap Report
From 6 April 2017 employers in the UK with more than 250 staff are legally required to publish the difference between the pay and bonuses awarded to male and female staff – this is called the gender pay gap. The gender pay gap gives a picture of the balance of pay, comparing men and women, within an organisation.
It measures the difference between the average earnings of all men and women, irrespective of their role, and shows the difference between the average (mean or median) earnings of both. This is part of a national focus by the government which aims to ensure male and female employees have equal career progression and earning potential.
At Partnership of Care, we are committed to promoting equality, diversity and inclusion across our organisation. We are confident that men and women are paid equally for doing equivalent jobs across our workforce.
Gender pay gap reporting is a statutory requirement and measures the difference in average pay between men and women across the organisation, regardless of role.
Our Results (Snapshot date: 5 April 2025)
- Mean gender pay gap: 5.2%
- Median gender pay gap: 4.1%
- Mean bonus pay gap: 0%
- Median bonus pay gap: 0%
- Proportion of males receiving a bonus: 0%
- Proportion of females receiving a bonus: 0%
Our Workforce
Our workforce continues to be predominantly female, which reflects the wider social care sector.
- Female employees: 69.6%
- Male employees: 30.4%
Pay Quartiles
The table below shows the gender distribution across four equally sized groups based on hourly pay.
| Quartile | Female | Male |
| Lower quartile | 68.6% | 31.4% |
| Lower middle quartile | 68.6% | 31.4% |
| Upper middle quartile | 71.4% | 28.6% |
| Upper quartile | 64.3% | 35.7% |
Understanding Our Gap
Partnership of Care reported a mean gender pay gap of 5.2% and a median gender pay gap of 4.1% at the snapshot date of 5 April 2025.
These results compare favourably with the wider UK benchmark and reflect a workforce in which women are represented across all levels of the organisation.
Our analysis indicates that the remaining gap is most likely influenced by the distribution of roles and representation at the upper end of the pay structure, rather than a broad imbalance across the workforce.
Our Commitment
We remain committed to:
- Ensuring fair and equitable pay across our workforce
- Supporting inclusive recruitment and progression opportunities
- Monitoring representation across all levels of the organisation
- Continuing to review our data annually to identify areas for improvement
Summary
Our gender pay gap remains relatively small and reflects the structure of our workforce. We will continue to build on this position by supporting progression opportunities and maintaining equality across all areas of employment.