Gender Pay Gap

Gender Pay Gap Policy

Purpose

The purpose of this policy is to ensure that Trinary Healthcare Professionals Limited complies with the UK legislation on gender pay gap reporting and takes active steps to address and reduce any disparities in pay between male and female employees.

Scope

This policy applies to all employees of Trinary Healthcare Professionals Limited across the United Kingdom, regardless of position, level, or location.

Legal Framework

This policy is developed in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which requires employers with 250 or more employees to publish specific figures about their gender pay gap.

Key Definitions

• Gender Pay Gap: The difference in average earnings between men and women, expressed as a percentage of men’s earnings.
• Equal Pay: The legal requirement to pay men and women the same for doing the same or equivalent work.

Policy Statements

1. Commitment to Equality
   Trinary Healthcare Professionals Limited is committed to promoting equality and diversity in the workplace and ensuring that all employees are paid fairly and equitably.
2. Annual Reporting
   We will calculate and publish our gender pay gap figures annually, in compliance with the requirements set out in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This includes:
   • The mean gender pay gap in hourly pay.
   • The median gender pay gap in hourly pay.
   • The mean bonus gender pay gap.
   • The median bonus gender pay gap.
   • The proportion of males and females receiving a bonus payment.
   • The proportion of males and females in each pay quartile.
3. Data Collection and Analysis
   We will collect and analyse data on our gender pay gap to identify the underlying causes and to develop strategies for addressing any disparities. This includes examining recruitment, promotion, training opportunities, and bonus schemes.
4. Action Plan
   Based on our analysis, we will develop and implement an action plan to reduce our gender pay gap. This may include:
   • Reviewing our recruitment processes to ensure gender-neutral language and practices.
   • Providing training and development opportunities to support career progression for all employees.
   • Promoting flexible working arrangements to support work-life balance.
   • Regularly reviewing pay and bonus structures to ensure fairness and transparency.
5. Communication and Transparency
   We will communicate our gender pay gap figures and our action plan to all employees, and we will publish this information on our website in accordance with legal requirements. We will also provide regular updates on our progress.
6. Responsibility
   The Human Resources department is responsible for overseeing the implementation of this policy, including the collection and analysis of data, the development of the action plan, and the publication of gender pay gap figures. Managers at all levels are responsible for supporting the implementation of this policy and for promoting equality and diversity within their teams.
7. Review and Monitoring
   This policy will be reviewed annually to ensure it remains relevant and effective. We will monitor our progress in reducing the gender pay gap and update our action plan as necessary.

Conclusion

Trinary Healthcare Professionals Limited is committed to ensuring equal pay for all employees and to reducing the gender pay gap. By promoting equality and transparency, we aim to create a fair and inclusive workplace for everyone.