In 2020/21, Livi UK grew in size from 140 to over 250 employees, with 55% of our employees identifying as female. We are delighted that we are now eligible based on employee numbers to submit our first gender pay gap report. With almost 60% of our patients identifying as female we know it is critical to our success as a rapidly growing healthcare provider to understand and respond to the needs of our female patients. The gender pay gap is a highly useful instrument for us as we measure and evaluate our progress towards gender parity.
Building an inclusive workplace in which everyone is empowered to create and deliver innovative healthcare that reflects the needs of our patients is critical. We know this requires sustained, systemic attention and focus, at every level of our business to achieve. Attracting, developing and inspiring great female talent, especially into senior leadership positions, is foundational if we are to close the gender pay gap, and keep it closed.
Furthermore, we recognise as a digital healthcare provider that the tech industry has the long-standing gender pay gap imbalance caused by disproportionately high male representation, particularly in senior leadership. We remain focussed on actively working to improve this disparity across the industry to achieve gender parity at all levels.
Why are we publishing these figures?
Since 2017, the UK Government requires all UK companies with over 250 employees to publish gender pay gap figures. This reporting is done on an annual basis and must be submitted to the Government for monitoring and published on our website. We are delighted to have reached the employee threshold of 250 so that we can now take part in this important work. The data contained in this report is from the snapshot date of 5th April 2021.
What is gender pay gap reporting?
Gender Pay Gap reporting highlights the difference between the average earnings for male and females workers at an organisation. This is not a report on the pay difference between men and women who carry out the same jobs, similar jobs, or work of equal value. That is equal pay which is covered by the Equal Pay Act in the UK.
The gender pay gap is measured in two different ways: as a median figure, and as a mean.
- The median reflects the middle of the distribution as a measure of average pay.
- The mean gender pay gap reflects the difference in average hourly pay between men and women.
Understanding our pay gap
Hourly Pay Gap
Our data shows just a small difference in what is often considered the most critical gender pay gap figure - the median hourly pay of women compared to men. In fact our female employees are paid 0.80% more than our male employees. This is in stark contrast to the UK-wide median average for all companies which was 15.5% in 2020. We’re very proud of this statistic as it’s reflective of women being well represented throughout our organisation but particularly at senior levels.
Our mean is 4.7% lower for women compared to men and is because we have more women in our junior roles. We see this slightly more female weighted junior community as a key talent pipeline for managers and leaders of the future. Reducing this gap any further could therefore be counter-productive to maintaining gender balance in our leadership.
UK Pay Quartiles
We are also delighted to see female representation at the most senior levels of the organisation, and women make up 50.8% of our upper pay quartile. In fact, the data shows that there is a higher proportion of women compared to men across all pay quartiles. This reflects good representation of women in senior roles and a higher proportion of female GPs in our clinical workforce. We believe our flexible working practices which promote a healthy work-life balance have a lot to do with our gender parity across the quartiles.
UK Bonus Pay Gap
Whilst there is a bonus gap, this data is based on a small dataset and includes referral bonus data. There have historically been very limited bonuses paid, but where there have been some ad hoc payments, these have contributed to creating a gap. We do not see any trend or action required from the data at this time.
Statutory Disclosure Summary - 5th April 2021
What are we doing to address the pay gap?
We are constantly working to improve our hiring practices, whether that’s reforming processes or supporting hiring managers to make better informed decisions.
For example we have improved our Job Adverts through training staff about how gendered language can influence applicants. We’ve also implemented tools to remove gendered language from job descriptions. We’ve trained managers to understand and interrupt bias throughout the selection process. In addition we’ve improved representation in our talent pipelines and we know the value of diverse interview panels.
This next year brings a fresh upgrade to our hiring processes, building a more robust recruitment pipeline, especially into senior positions, and we will continue to educate and re-engineer processes where necessary to further mitigate bias.
Distributed Ways of Working
We recognised early on the disproportionate impact of the pandemic on women and evolved our employee support from the outset. Many women have been shouldering a greater proportion of parental duties during lockdown. So we provided full support to working parents and caregivers to flex their hours and re-prioritise their work to spend the time they needed with their families.
Our managers have worked with their team on a one-to-one basis to understand individual circumstances and find the right support solution for each person. This framework is now a formalised way of working and we agree with every employee how and where they can best perform.
We’re growing and investing in our learning and development programme for our leaders and future leaders to ensure we have the pipeline, practices and environment for female managers to ascend and succeed in leadership roles.
Policies and Procedures
We are in the process of reviewing and updating all of our policies throughout the business for fairness and consistency.
Career Level Framework
We are implementing a career framework that will provide greater clarity and consistency in terms of how we promote, develop and pay people across our organisation.
My aim is that everybody is paid equitably and transparently. This means that from hiring processes to flexible working arrangements and career advancement, equality is baked in from the start. As the Managing Director of Livi, I will work to ensure that our gender pay gap stays closed, and everyone is treated fairly and equitably.
We confirm that our data is accurate and has been calculated in accordance with the statutory requirements as required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2020.
Signed by Juliet Bauer