Accord Equality & Fairness Report 2020
The business did not pay a bonus and as such there is no requirement to
report on this.
Mean (average) 19.1% Median (middle) 7.8%
Quartiles
Female %
Male %
Q1 86% 14%
Q2 90% 10%
Q3 84% 16%
Q4 69% 31%
82% 18%
Key Facts:
Our gender pay gap for all employees was 19.1%. This
means that women are paid 19.1% less than men.
Accord has a very diverse workforce, covering
numerous disciplines from Care through to
Construction.
The workforce is predominately female and whilst
well-represented in all quartiles there is a skew
towards lower paid roles which are predominately in
our care business.
The Accord Way - Ambitious
Pay rates in the social care industry are guided by national living wage and
local authority funding structures that are in place. The national living wage
increases each April are greater than the cost of living increases that are
processed for colleagues paid in excess of the living wage. In addition to
which enhanced hourly rates are offered to colleagues who would otherwise
be on the NLW who have passed their probation periods, which offers an
even greater percentage increase. Our gender pay gap results should be
considered in the context of this.
Accord is committed to pay equality. Salaries are awarded based on
the position which colleagues fulfil and are not based on gender or any
protected characteristic. Pay grades and hourly rates are regularly reviewed
against market rates. The gender pay gap is not about equal pay and should
not be confused with this.
Accord has a number of historical terms and conditions of employment, all
of which are protected through TUPE. These historical differences, along
with the transfer of colleagues, sometimes from other sectors, through
TUPE impact on our gender pay gap. The business has an inability to make
changes to salaries in such circumstances.
Accord will monitor our mean gender pay gap and will report progress
annually in line with legal obligations. As a large local employer supporting
the jobs economy, Accord remains committed to providing fair and equitable
terms for all colleagues including a range of flexible working opportunities
to help meet work life demands. Actions to address our gender pay gap are
included in the Forward Plan at the end of this document
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