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Ivor Shaw Limited

United Kingdom · 250-499 · www.penninehealthcare.co.uk/about-pennine/human-resources/

Reporting year: 2019

Mean pay gap
22%
22%in favour of men
Median pay gap
10.9%
10.9%in favour of men
Bonus gap
53.2%
53.2%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
56.5%
43.5%
Upper middle
69.6%
30.4%
Lower middle
73.3%
26.7%
Lower (lowest paid)
84.4%
15.6%
women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap
24.8%
24.8%in favour of men
Median pay gap
17.5%
17.5%in favour of men
Bonus gap
-48.9%
48.9%in favour of women
Pay quartiles (share of women)
Upper (highest paid)
45.7%
54.3%
Upper middle
58.7%
41.3%
Lower middle
85.1%
14.9%
Lower (lowest paid)
84.8%
15.2%
women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap
19.3%
19.3%in favour of men
Median pay gap
16.7%
16.7%in favour of men
Bonus gap
48.5%
48.5%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
45.8%
54.2%
Upper middle
69.5%
30.5%
Lower middle
74.6%
25.4%
Lower (lowest paid)
82.8%
17.2%
women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service