Gender Pay Report

Radis are a leading provider of community-based social care and support for vulnerable adults and children living across England and Wales.  We promote equality, value diversity and ensure fairness in all that we undertake.

All companies that employ more than 250 employees are required to report their gender pay gap under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing information about individual employees.

The following report has been produced in compliance with the regulations and the results are based upon the snapshot date of 5th April 2018.  The results have been published on the Government website where they can be found by searching for GP Homecare Ltd.  There is no return for County Home Care Services Ltd (CHCS) for 2018 as all CHCS staff transferred to GP Homecare in 2017.

GP Homecare employs Care/Support Workers, Field Supervisors and branch/service based office staff as well as the Support Team (Contracts, Finance, Group Recruitment, HR, IT, Quality Assurance, Training, Area Managers and Directors).


Gender Pay Gap Results

2018 2017*
Mean gender pay gap


15.7% 19.6%
Median gender pay gap


0.6% 2.9%

*Figures for 2017 do not include County Home Care Services Ltd.

Proportion of males & females receiving a bonus payment Males:  0% Females:  1.5%


The proportion of males and females in each quartile pay band
Lower Quartile Lower Middle Quartile Upper Middle


Upper Quartile




8% 9% 8% 13%


92% 91% 92% 87%

Radis pays men and women equally.  Pay rates for Care/Support Workers and Field Supervisors are determined with reference to the market rate in the local area.  For a particular branch or service there will be a basic weekday rate with enhancements, e.g. for weekend working.  For office based roles the salary is also determined by market rates.  Consequently, any differences in pay between males and females results from the role that an individual holds or the number of hours they work which qualify for enhancements.  For example, if male and female Care Workers both work 25 hours in a week for the same branch, but the woman does more of her work at the weekend, she will earn more because those hours are paid at a higher rate.

Radis does not normally pay bonuses but where these exist, for example for staff on their original contract following a TUPE transfer, the opportunity to earn a bonus is available equally to men and women.

We are proud of the fact that the proportion of women we employ at all job levels mirrors the composition of our workforce as a whole.  We have always encouraged staff to develop their careers with Radis and opportunities for development and promotion are open to all regardless of gender, race, age, disability, marital status, religion or belief.  Radis’ Board is 50% male, 50% female.

If you have any questions about gender pay gap reporting please speak with your Manager in the first instance.

I confirm that the data reported is accurate as of the snapshot date of 5th April 2018.

Helen Lazenby

Head of HR

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