ENABLE Scotland Gender Pay Gap Report 2017

April 3, 2018 Press Release

ENABLE Scotland is pleased to publish its Gender Pay Gap report for 2017 for ENABLE Scotland (Leading the Way) and ENABLE Scotland Limited.

As an employer with more than 250 staff, we are required to publish the Gender Pay Gap for ENABLE Scotland (Leading the Way) on an annual basis.

The Gender Pay Gap is the difference between the average earnings of women and men within the organisation irrespective of their position, expressed relative to men’s earnings.

Analysis of pay for almost 1,500 relevant staff in ENABLE Scotland (Leading the Way) shows that the average earnings for females is 2.62% higher than for males.

We are pleased to be able to report this figure, which reflects the fact that our workforce is 73% female, represented across all roles in the organisation including at executive level.

We have also elected to publish the Gender Pay Gap for ENABLE Scotland Limited voluntarily.

For a much smaller number of relevant staff – 37 people – there is a similar pay gap in favour of women of 2.15%.

We will continue to monitor the gender pay gap going forward and will publish figures annually in accordance with the regulations.

Commenting on the figures, our CEO Theresa Shearer said:

“At ENABLE Scotland we value all of our staff equally for the work that they do every day to further our aim of an equal society for every person who has a learning disability and to deliver excellent quality social care and support across the country.

The UK Government introduced this mandatory reporting in order to help demonstrate the gap between earning power of females as compared to men, and I am pleased that our report demonstrates that at ENABLE Scotland, the gender pay gap is small, and where it does exist, it is weighted positively for female employees. This is largely due to our workforce being predominately female.

We will continue to strive every day to reward all of our staff well for the work that they do, and I look forward to continuing to work with our incredible colleagues, male and female, to ensure that our reward and recognition strategies support us to retain the best quality workforce to deliver the best quality care and support.”

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