Gender pay update - 2025
We’re committed to providing equal opportunities across the whole of our team, regardless of age, gender, race or background. As part of this commitment, we’re pleased to present our gender pay report.
Our gender pay analysis is based on a snapshot of all Helping Hands’ employees who were paid in the 2024-25 period.
Employees at Helping Hands are made up of the following groups and departments:
- Executive Board of Directors
- Head office teams and departments
- Branches, including office-based teams and visiting carers
- Live-in carers
- Field-based operational teams
We place special importance on career development at Helping Hands, and there are many examples of people who have progressed their career with us – some who joined us as a carer and are now in a managerial or office-based role.
Pay quartiles
This table outlines the gender distribution at Helping Hands Home Care across four pay quartiles.
| Percentage of males and females in pay quartiles | |||||
|---|---|---|---|---|---|
| Lower | Lower mid | Upper mid | Upper | All employees | |
| Male | 11.3% | 9.3% | 8.4% | 12.7% | 10.4% |
| Female | 88.7% | 90.7% | 91.6% | 87.3% | 89.6% |
Gender pay gap
We have a minor gender pay gap at Helping Hands, which means that the average men’s gross hourly earnings are slightly higher than those for women. The only reason for this is men occupying fewer administrative positions than women. This gap is mainly because of our predominantly female workforce.
Pay gap
| Median (midpoint) | Mean (average) |
|---|---|
| 0.1% higher for female colleagues | 6.3% higher for male colleagues |
For all departments across the business, we do not differentiate on pay rates between male and female, and this is reflected at all levels of the organisation.
Bonus gap
We pay relatively few bonuses, with most of those that are paid going to operational managers, which are linked to quality, compliance and financial performance.
The difference between bonuses for our male and female employees, covering bonuses and commissions, are outlined below:
Percentage of colleagues receiving a bonus
| Male | Female |
|---|---|
| 5.8% | 3.0% |
Bonus gap
| Median (midpoint) | Mean (average) |
|---|---|
| -100% | 29.1% |
During the 2024/25 financial year, 171 bonuses were paid to 31 out of 535 male colleagues, compared with 140 out of 4,603 female colleagues.
I confirm that this data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Siân McCrilley, Finance Director
April 2025
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