Gender Pay Gap Report 2022

At GenesisCare, we’re the UK’s leading private cancer care provider, and each year we provide world-class cancer treatment to thousands of patients at our specialist centres. Providing Radiotherapy, Medical Oncology, Theranostics, Cancer Diagnosis, and Benign treatment services, GenesisCare employs a network of experienced clinical teams across the UK. We’re renowned for the excellent care that we provide and we’re proud to be rated in the top 1% of healthcare providers worldwide for patient satisfaction.

Under the statutory requirements we are required to report gender pay gap figures for our main employing entity – Genesis Cancer Care UK Limited. The data illustrates our gender pay gap as at 5th April 2022. The gender pay gap is the difference between the average (mean or median) hourly earnings of men and women across the organisation and is expressed as a percentage figure. Genesis Cancer Care UK Limited has a workforce demographic that is 76% female, which represents a change of -0.4% since the publication of the previous gender pay gap data as at 5th April 2021.

The median represents the mid-point of the range of data.

The mean represents the sum of all data, divided by the total number of employees.

Gender Pay Gap reporting is distinct from “equal pay” which is about paying men and women differently for performing the same or similar work.

Our results are based on 504 relevant employees, an increase of 46 employees since the previous gender pay gap report. These relevant employees are used to calculate the gender bonus gap and bonuses paid figures. For the gender pay gap figures, 18 women were excluded because they received less than normal pay during the month of April 2022. This leaves a count of 486 full-pay relevant employees of which 365 (75.1%) are women and 121 (24.9%) are men.

This table shows the mean and median percentage differences between the hourly rates paid to each gender.

This table shows the percentage of men and women that received a bonus in the twelve months preceding the snapshot date. Our bonus schemes are gender-neutral by design and based on the level of responsibility held by the individual, company and individual performance metrics.

At GenesisCare, our renumeration packages are based upon skills and experience and are reflective of the level of responsibility held. Our annual pay review processes are applied fairly to all employees across the organisation and pay awards are reflective of both personal performance and prevailing market conditions.

Within Genesis Cancer Care UK Limited, our female employees span the breadth of the organisation, however, as with many organisations, we have a higher proportion of women than men in lower paid roles. Whilst our lower-mid and upper-mid pay bands demonstrate a distribution that is more representative of the organisational gender make-up, we continue to see an over-representation of women by 15.9% in the lower band of the organisation when compared to our overall distribution of employees. This over-representation of women in the lower band is contributed to in the gender diversity of our clinical administration teams who are predominately female and reflects a continuing trend from the previous year’s gender pay gap reporting. This is contrasted by an over-representation of men at the upper band of the organisation of 19.7% when compared to our overall distribution of employees, an increase of 3.3% since the previous gender pay gap report. This contrast continues to be contributed to by the employment of leading consultant oncologists to ensure that we can provide the best possible patient care to individuals experiencing a cancer diagnosis and treatment pathway. As of 5th April 2022, these consultants were predominately male.

Our median pay gap remains higher than the Office for National Statistics median gender pay gap of 15.1% in 2021, and estimated at 14.9% in 2022, this has increased by 4.2% since the previous Gender Pay Gap Report covering 5th April 2021.

At the time of the 5th April 2022 gender pay gap report, GenesisCare did not have any employees on furlough under the Government Coronavirus Retention Scheme.

We are taking positive steps to continue to address our gender pay gap including:

• We continue to support our employees through various flexible working options including working from home, job share and varying work hours where possible.
• During 2022 we continued to review the benefits for all employees which led to improved maternity and paternity pay provisions and increased pension contributions which were implemented from 1st July 2020. The increased maternity pay provisions extended the period of time for employees to receive full pay by a further 50% of their previous duration to assist in supporting our workforce when they choose to start or expand their family.
• Leadership development programme recommenced following a pause during 2020 due to Covid-19. 16 People Leaders attended our leadership programme, with 81.25% female representation (13/16 delegates), to support their ongoing career progression. Leadership development and education around workforce modelling and diversity will continue in 2023.
• In 2023 we will be looking closely at DE&I in GenesisCare and how we can really understand more about ethnicity and neurodiversity in our workforce modelling.

I confirm that the information published here is accurate:

Justin Hely

General Manager UK

Genesis Cancer Care UK Limited