Introduction
At Southern Hospice Group we are committed to fostering an inclusive and diverse workplace where everyone has equal opportunities to develop and progress. The gender pay gap report is an important measure of the difference between the earnings of men and women across the Group.
Our workforce is predominantly female, reflective of our sector. We are confident that men and women are paid equally for performing equivalent toles, and that any gap identified reflects the distribution of roles across the organisation.
In 2025 we introduced new group terms and conditions to our employees, further embedding fairness of allocation of pay. We have also introduced our Employee Forum to provide us a forum to discuss important matters within our workforce including pay policy. In April 2025 we continued to keep up with the Real Living Wage.
We continue to design and implement policy documents that meet the diverse needs of our service, population and workforce.
Percent of males and females in each quartile
Southern Hospice Group 2025 data
Upper (75-100%)
- Male: 9.8%
- Female: 90.2%
Upper middle (50 – 75%)
- Male: 11.6%
- Female: 88.4%
Lower middle (25 – 50%)
- Male: 6.3%
- Female: 93.8%
Lower (0 – 25%)
- Male: 15.3%
- Female: 84.7%
Median and mean figures
Southern Hospice Group 2025 data
| Median pay gap | Mean pay gap |
|---|---|
| 0.46% | -3.4% |
Percentage paid a bonus
| Male | 0% |
| Female | 2.9% |
Mean (Average) Pay Gap
This is calculated by adding up all employees’ hourly pay and dividing by the number of employees, then comparing the average pay for men and women. It can be influenced by very high or very low earners, so it’s useful for identifying overall trends but can be skewed by outliers.
Median Pay Gap
This is the difference between the middle-paid male and the middle-paid female when all employees are lined up from lowest to highest paid.
It gives a better sense of the typical experience and is less affected by extreme salaries.
Last year’s median gap of 4% meant that the male pay in the middle of the range was more than women’s mid-range pay point. This year the median gap has reduced to 0.46% showing near parity. The mean (average) gap shifting to -3.4% suggesting that, on average and from the range of data in April 2025 women now earn slightly more than men – possibly due to more women in higher paid roles.
