Gender Pay Gap

Every organisation with more than 250 employees is required to publicly report on its gender pay gap.

This is LCW's first submission of our Gender Pay Gap. Our headcount breakdown for women is 66.8% and for men is 33.2%.

From analysing our data, LCW has a mean gap of 9.82% - men earn 9.82% more than women in our organisation. LCW's median gender pay gap is -5.35%.

LCW also paid a bonus to its staff during the relevant period. The mean bonus gender pay gap was -1.80% and the median was 0.00%.

There is a consistent split of females across each quartile:


Number of Female full-pay relevant employees

Number of Male full-pay relevant employees

Lower Quartile

61.33%

38.67%

Lower-Middle Quartile

68.92%

31.08%

Upper-Middle Quartile

66.67%

33.33%

Upper Quartile

70.27%

29.73%

Our headcount split figures demonstrate that LCW employs significantly more women than men. There is a large percentage of our workforce across services where we have a generic pay structure applicable to all staff regardless of their gender. During the snapshot date, a large proportion of the staff in scope will have been working in our services with these set hourly rates and enhancements for unsociable hours. The time the shift is worked (with the unsociable hours enhancement) will impact on the gender pay gap if it is worked predominantly by one gender.

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