SignHealth is on a journey to become a diverse, inclusive and equitable employer. We know that transparency on pay data and a commitment to closing the gaps is essential to help us to achieve this. We are sharing details of our pay gaps for the first time this year.
How did we work this out?
The mean is calculated by adding up all of the wages of the employees in a company and dividing that figure by the number of employees.
The median is the number that falls in the middle of a range when everyone’s wages are lined up from smallest to largest and is more representative when there is a lot of variation in pay.
Snapshot data was taken in March 2022 based on 130 staff.
Gender pay gap data
Mean: men earn 9% more on average than women.
Median: women earn 13% more than men.
The difference between our mean and median pay gap in the data is because SignHealth has more women in the mid to high salary bands.
Ethnicity pay gap data
Mean: white British staff earn 10.9% more than other minority ethnic groups.
Median: white British staff earn 28.2% more than other minority ethnic groups.
22% of staff at SignHealth are Black, Asian or from a minority ethnic background. People of colour make up to 50% of our executive leadership team, which significantly reduces our mean ethnicity pay gap to 10.9%.
How do we plan to close the gap
As part of our work to improve equity, diversity and inclusion (EDI) at SignHealth in the next year we will:
- Publish an EDI action plan with key objectives to improve representation of minoritised people at all levels across the organisation, increase the number of men in the top three quartiles and reduce our ethnicity and gender pay gaps.
- Offer anti-racism training in BSL and English to our people
- Review our recruitment process to reduce bias and attract a broad spectrum of candidates who are interviewed by diverse panels.
We want to create a workplace where everyone belongs. We are just at the start of our journey and know we have a lot to do.