ELIZABETH FINN CARE
ELIZABETH FINN CARE has submitted data every year since 2017, with all 3 submissions on time.
This company has been viewed 0 times in the last 30 days.
Last submission received on Monday, 9 Mar 2020 at 11:15 UTC.
Overall workforce composition
Deviation from a 50:50 gender split, averaged across all four pay quartiles per year. 0% represents an equal split of men and women; positive values mean more women, negative means fewer women.
Hourly pay gap over time
Positive values indicate women's hourly pay is lower than men's by that percentage. A value of 0 indicates equal pay; negative values indicate women earn more.
Pay quartile breakdown
Each band shows the percentage of that quartile that is male vs female.
Lower quartile bottom 25% of earners
Lower-middle quartile 25–50th percentile
Upper-middle quartile 50–75th percentile
Top quartile top 25% of earners
Bonus pay
Percentage of each gender who received a bonus payment.
Bonus pay gap — positive values indicate women's bonus pay is lower than men's.
Year by year
Each year's submission in full. Most recent year shown first.
2019 Mean pay gap 14.8%
Submitted on Monday, 9 Mar 2020 at 11:15 UTC.
In this organisation, women earned 96p for every £1 that men earned when comparing median hourly pay.
Women made up 69.2% of the highest paid quarter and 78.6% of the lowest paid quarter.
Pay quartile breakdown
2018 Mean pay gap 15.0%
Submitted on Friday, 29 Mar 2019 at 10:34 UTC.
In this organisation, women earned 100p for every £1 that men earned when comparing median hourly pay.
Women made up 67.0% of the highest paid quarter and 71.0% of the lowest paid quarter.
Pay quartile breakdown
2017 Mean pay gap 19.5%
Submitted on Monday, 19 Feb 2018 at 11:32 UTC.
In this organisation, women earned 91p for every £1 that men earned when comparing median hourly pay.
Women made up 61.5% of the highest paid quarter and 78.6% of the lowest paid quarter.
Pay quartile breakdown