The Gender Pay Gap at Sue Ryder

At Sue Ryder we want to provide more care for more people and this is underpinned by our workforce.

Image of a Sue Ryder nurse

To transform end of life and neurological care, we want employees to be supported with development, training and e-learning, and we want to attract, develop and reward a diverse workforce.

Here, we are publishing our gender pay gap data, which we will update on an annual basis. We feel that gender pay gap reporting is already helping and will continue to help tackle inequalities in the workplace.

What is the gender pay gap?

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require Sue Ryder to publish data about our Gender Pay Gap.

In simple terms, it is the difference in average pay between all men and women in a workforce. It is not a difference in the pay given to men and women doing the same job. It’s a broad measure of the make-up of an organisation’s pay versus employee gender.

It is influenced mainly by:

  • The volume of male or female employees earning lower salaries due to the nature of the work they do.
  • The composition of men and women in the workforce by seniority.

The gender pay gap at Sue Ryder

Our mean gender pay gap is 2.78%.

This shows us that, on average, the hourly rate men are paid is 2.78% higher than the rate women receive.

Our median gender pay gap is –4.43%.

This shows that the median pay point is lower for men. This is the difference if we line up all salaries and take the middle point.

Our mean bonus pay gap is 19.8%.
Our median bonus pay gap is 0.6%.

One-off payments are sometimes paid to employees instead of an annual increase in basic pay. Our proportion of men receiving a bonus is 3.5% and women 8.8%. No directors received bonuses.

How do we compare?

Mean pay gap 

Sue Ryder: 2.78%
National: 17.1% 

Median pay gap

Sue Ryder: –4.43%
National: 17.9%

Source: ONS Annual Survey of Hours and Earnings (ASHE) 2018

Our pay quartiles

Sue Ryder employs mainly women (82.5% women, 17.5% men). The main deviation from this is 25.4% of men in lower quartile (A) and only 14.5% and 13.6% at or above lower quartile but below median, or at or above median but below upper quartile (B and C), which leads to men having a lower median standard pay rate.

Band A

All employees whose standard hourly rate places them at or below the lower quartile.

Male: 25.4%
Female: 74.6%

Band B

All employees whose standard hourly rate places them above the lower quartile but at or below the median.

Male: 14.5%
Female: 85.5%

Band C

All employees whose standard hourly rate places them above the median but at or below the upper quartile.

Male: 13.6%
Female: 86.4%

Band D

All employees whose standard hourly rate places them above the upper quartile.

Male: 17.5%
Female: 83.5%

Overall distribution

Male: 17.5%
Female: 82.5%

Sue Ryder has policies and procedures in place in our recruitment, development, pay and progression of employees which avoid gender discrimination or any other type of discrimination. We are committed to addressing inequality when it is identified.

This information is deemed correct by

Heidi Travis
Sue Ryder CEO