Norton Healthcare Limited

United Kingdom · 500-999 · www.tevauk.com/ourimpact/genderpayreport/#:~:text=Equal%20pay%20legislation%20means%20men,a%20consideration%20in%20this%20process.

Reporting year: 2024

Mean pay gap

5%in favour of men

Median pay gap

10%

10%in favour of men

Bonus gap

10%

10%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

25%

75%

Upper middle

20%

80%

Lower middle

34%

66%

Lower (lowest paid)

31%

69%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

8.3%

8.3%in favour of men

Median pay gap

10.6%

10.6%in favour of men

Bonus gap

18%

18%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

17%

83%

Upper middle

21%

79%

Lower middle

35%

65%

Lower (lowest paid)

30%

70%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

7%in favour of men

Median pay gap

9.4%

9.4%in favour of men

Bonus gap

23.5%

23.5%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

24.5%

75.5%

Upper middle

18.5%

81.5%

Lower middle

32.2%

67.8%

Lower (lowest paid)

34.5%

65.5%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap

2.2%

2.2%in favour of men

Median pay gap

7.6%

7.6%in favour of men

Bonus gap

7.4%

7.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

24%

76%

Upper middle

22%

78%

Lower middle

35%

65%

Lower (lowest paid)

30%

70%

women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2020

Mean pay gap

3.6%

3.6%in favour of men

Median pay gap

8.8%

8.8%in favour of men

Bonus gap

-15.6%

15.6%in favour of women

Pay quartiles (share of women)

Upper (highest paid)

26%

74%

Upper middle

20%

80%

Lower middle

32%

68%

Lower (lowest paid)

34%

66%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

4.5%

4.5%in favour of men

Median pay gap

7.3%

7.3%in favour of men

Bonus gap

-16.8%

16.8%in favour of women

Pay quartiles (share of women)

Upper (highest paid)

23%

77%

Upper middle

15%

85%

Lower middle

33%

67%

Lower (lowest paid)

39%

61%

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

4%in favour of men

Median pay gap

7%in favour of men

Bonus gap

100%

100%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

25%

75%

Upper middle

18%

82%

Lower middle

31%

69%

Lower (lowest paid)

33%

67%

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

1.5%

1.5%in favour of men

Median pay gap

9%in favour of men

Bonus gap

7%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

20%

80%

Upper middle

17%

83%

Lower middle

25%

75%

Lower (lowest paid)

35%

65%

women men

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

Source: UK Gender Pay Gap Service