Mariposa Care Group Limited’s gender pay gap report for the pay period including 5 April 2023 is as follows:
|Pay quartiles||Band A (lowest)||12.2%||87.8%|
|Band D (highest)||20.8%||79.2%|
|Mean gender pay gap:||6.01%|
|Median gender pay gap:||0.00%|
|Mean gender bonus gap:||0%|
|Median gender business gap||0%|
|Percentage paid bonus||0%||0%|
I confirm that the above information is accurate.
Mariposa Care Group Limited appoint, train, develop and promote on the basis of merit and ability. We are committed to ensuring that existing team members, candidates applying for positions with us, agency workers, and volunteers are all treated fairly in an environment which is free from any form of discrimination.
The data outlined above as of 5 April 2023 which was based on a total of workforce of 595 employees, of which 512 were women and 83 were men. The workforce is typical of the sector with a higher proportion of female employees compared to male – although we continue to review how we can attract and retain individuals who identify as male. We are pleased to report an increase of around 2% of employees in Band A, B and C who identify as male in our teams.
The pay quartiles are proportionate of the male / female workforce split across all four pay quartiles – with a rise in male employees in the Band D pay quartile where there are roles such as clinical leads, nurses, maintenance, and chef in this pay quartile. This variation in Band D is reflected further in the 6.01% mean average gender pay gap.
The median gender pay gap of 0% highlights that men and women in the same job role are routinely paid the same rate of pay.
The Group no longer operate a discretionary, performance-based bonus scheme, which was previously equally accessible to men and women in the same job role of home manager.
Mariposa Care Group Limited’s recruitment strategy and learning and development opportunities are open to both men and women equally. However, it is important to continue to review and monitor our values-based recruitment processes, pay and rewards offering, and robust exit interview processes to continue to create a more even gender balance in the workplace.