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GenderPayGap Report2025Genderpaygapreport CamphillVillageTrustisanationalcharityworkingtoenablepeople withlearningdisabilities,autismandmentalhealthsupportneedsto leadalifeofopportunity.TheTrustaimstoempowerthepeoplewe supporttoleadmoreconnected,fulfilledlivesandmakeinformed choices. ThisreportprovidesasummaryoftheGenderPayGapreportingthat wearelegallyrequiredtosubmitby5thAprileachyear.Thegender paygapiscalculatedasthedifferencebetweenaveragehourly earnings(excludingovertime)ofmenandwomenasaproportionof men’saveragehourlyearnings(excludingovertime).Itisameasure acrossalljobs,notofthedifferenceinpaybetweenmenandwomen fordoingthesamejob. AccordingtotheOfficeofNationalStatistics,whileprogresshasbeen madeonclosingthegenderpaygapoverthelastdecadeamongstfull timeemployees,ithasslowedrecently.Theystatethegenderpaygap inApril2025was6.9%,comparedto7%inApril2024. TheTrust’smeanpaygapis4.72%comparedto7.28%lastyear,a reductionof2.56%.Ourreductionin2024wasonly0.51%,sothisis goodprogressandourstatisticsarebetterthanthenationalaverage. ThemeanpaygapforHealth&SocialCareis7.5%for2025(7.8%in 2024)asnotedby2025genderpaygapreport-GOV.UK.TheEqualityAct2010(GenderPayGapInformation)Regulations2017 requireorganisationsemployingmorethan250peopletoundertake GenderPayReportingandpublishtheresultsonboththecompany websiteandthegovernment’s(prescribed)websitewithinone calendaryearofApril5th. AGenderPayGapisthedifferenceinaveragepayofmenandwomen inanorganisation.Itisnotthesameasequalpay(whichrelatestomen andwomenreceivingthesamepayforthesamework). Thisreportshowsdatafromthe“snapshot”dateof5April2025for submissionandpublicationby4April2026.Itshowsthedifference betweentheaverageearningsofmenandwomeninourorganisation onthatdate. Background/contextCurrentposition Ourgenderpaygap Ourmean genderpaygap 2% Ourmedian genderpaygap 4.68% (medianisthemiddlevalue) nofmalesandfemalesbypayquartile Lowermiddle theaverage) Females 100% Males 36.3% UppermiddleUpper Females 63.7% Males 36.3% Females100% Males0% Females63.74% Males36.26% Females63.74% Males36.26% isednationallythatthecareandsupportsectorispredominantly aleinitsworkforce,asidentifiedinourlowermiddlequartilefiguresabove. Howeverthisyearinthelowerquartilecategorywehave51.46%men,asopposed to5.06%in2024(anincreaseofmeninthiscategoryof46.4%).TheSkillsforCare ‘StateoftheadultsocialcaresectorandworkforceinEngland2025’report statesthattheadultsocialcareworkforcewas78%femaleand22%male. CamphillVillageTrustwas69.01%female(79%in2024),and30.99%male(21%in 2024)asat5April2025,abettersplitofmaleandfemalescomparedtothe sector. th Males 51.5% Females 48.5%TheHealth&SocialCareSectorischaracterisedbylabourshortagesandthereis aneedforthesectortoencouragemoremenintotraditionallyfemalecareers. WhilstwerecognisethattheoverallGenderPaygapisinfluencedbythelarger representationoffemaleemployeeswithinourfrontlineCare&Supportroles thatisnottosayactioncannotbetakentocontinuetoachieveagreater balance.TheTrusthascommittedtoensuringpeoplearefairlypaidand rewardedirrespectiveofgender.Inthepastyearithas: 1.Reducedourmeanpaygapby2.56% 2.IncreasedthenumberofmenworkingattheTrustfrom21%in2024to30.99% in2025 3.Increasedthe%ofmenworkinginthelowerquartilecategoryfrom5.06%to 51.46%(anincreaseof46.4%). 4.Abetterpaystructurethatisclearandtransparenttoensureouremployees arepaidconsistentlyregardlessoftheirgender. ManyofthePeoplerelatedworkstreamsfocussedtowardsmakingtheTrustan employerofchoiceandwork onlearninganddevelopment,payandbenefitsand valuesdemonstratethis. ThePeopleDirectorateDeliveryPlancontainsobjectivesthatwillserveto increaseourirresistibility.On-goingworkonensuringouremployeesvoicesare heard,payandbenefits,andfutureworkonEquality,Diversity,andbelongingwill helpustocontinuetoaddressthegenderbalance. LynnHanford-Day,InterimPeopleDirector RisksandmitigationsNext >