The data for both these reports is from the snapshot date of 5 April in the preceding year (2022).
Analysing and publishing data on both the gender and ethnicity pay gap will help us to pinpoint areas for improvement and continually improve. Publishing this data is also important so that we play our role in promoting transparency, supporting important discussions on the challenges faced by ethnic minority communities within the workforce and in turn, continue to be an inclusive employer.
Gender pay gap
All employers with 250 or more employees are required to publish their gender pay gap data every year under new legislation that came into force in April 2017.
The gender pay gap is defined as the difference between the average hourly pay of female and male colleagues.
The report provides the following:
- Definition of the gender pay gap
- The HCPC gender pay gap
- The underlying causes of the HCPC gender pay gap
- What HCPC is doing to address this gap.
Ethnicity Pay Gap
This report provides analysis of our ethnicity pay gap. While there is, as yet, no legal requirement for employers to report on the ethnicity pay gap, we are reporting on this as part of our commitment to go beyond compliance, in line with our strategic ambitions.
Following the same guidelines used in the Gender Pay Gap Report, the data published in this report is based on a snapshot of data from the 5 April 2022 and is based on a total number of 249 employees.