Gender pay gap report 2024

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 employ a network of experienced clinical teams across the UK. We’re renowned for the excellent care 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 2024.  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 74% female, which has reduced by 2% since the publication of the previous gender pay gap data as at 5th April 2023.

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 582 relevant employees, an increase of 50 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, 37 women and 5 men were excluded because they received less than normal pay during the month of April 2024. This leaves a count of 540 full-pay relevant employees of which 397 (73.5%) are women and 143 (26.5%) 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 high 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 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 years’ gender pay gap reporting. This is contrasted by an over-representation of men at the upper band of the organisation when compared to our overall distribution of employees. 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 2024, these consultants were predominately male.

Our median pay gap remains higher than the Office for National Statistics median gender pay gap of 7% but has decreased by 6% since the previous Gender Pay Gap Report covering 5th April 2024. 

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 to promote positive work life balance.
• During 2024 we undertook a full benefit review for all employees which led to significantly improved maternity and paternity pay provisions. The increased maternity pay provisions extended the period for employees to receive full pay to 26 weeks full pay to assist in supporting our workforce when they choose to start or expand their family.  We have also increased our paternity leave to 6 weeks full pay.
• During 2024 we introduced a new pay and compensation framework and equal pay benchmarking tools to ensure external competitiveness, internal equity addressing systemic barriers, biases and structural inequalities.  We continually audit and review pay data by gender and race highlighting any areas of focus and taking necessary action.
• We continue to recruit in line with our DE&I policy ensuring that female employees are encouraged to reach their full potential in Senior roles including Board Level by incorporating fair, clear and transparent processes.