Foreword
At Kry/Livi, we are on a mission to fast-forward the future of healthcare by ensuring that the care we deliver to our patients is accessible, personal and proactive.
As almost 60% of our patients identify as female, we know it is critical to our success as a rapidly growing healthcare provider to understand and respond to the needs of those female patients. The Gender Pay Gap is a highly useful instrument for us as we measure and evaluate our progress towards gender parity.
Overall, we are pleased with the Gender Pay Gap data this year. As this is only the second report the company has published, we were hopeful that our data would provide relative balance between that shown in 2021 and 2022. We are glad to see that this year's data, although the gap has widened slightly from last year, has proven that we are still on the right track.
2022 has been a difficult year for everyone and the turbulent socio-economic climate has been challenging for many companies. We want to take a moment to acknowledge all of our employees - particularly the health care professionals - who continue to work so hard throughout these difficulties. With that in mind, we predict that our Gender Pay Gap data will be affected over the next two years as internal movement and changes stabilise.
Definitions and Context
Why are we publishing these figures?
Since 2017, the UK Government requires all UK companies with over 250 employees to publish Gender Pay Gap figures. This reporting is done on an annual basis and must be submitted to the Government for monitoring and published on our website. The data contained in this report is from the snapshot date of 5th April 2022.
What is Gender Pay Gap reporting?
Gender Pay Gap reporting highlights the difference between the average earnings for male and female employees at an organisation. It’s important to note that a Gender Pay Gap does not indicate an equal pay problem. The difference between Gender Pay Gap and equal pay across gender is that equal pay is determined in law as the right for women and men to be paid the same when doing the same or equivalent role. This is not a report on the pay difference between men and women who carry out the same jobs, similar jobs, or work of equal value. That is equal pay which is covered by the Equal Pay Act in the UK.
The Gender Pay Gap is measured in two different ways: as a median figure, and as a mean.
The median reflects the middle of the distribution as a measure of average pay.
The mean Gender Pay Gap reflects the difference in average hourly pay between men and women.
Understanding our pay gap
Hourly Pay Gap
| Hourly summary | % |
|---|---|
| Mean Gender Pay Gap in Hourly Pay | 9.00% |
| Median Gender Pay Gap in Hourly Pay | 1.30% |
Our data continues to show only a small difference in what is considered to be the most important measure - the median hourly pay gap of men compared to women. Our data this year shows that our median Gender Pay Gap stands at 1.3% less for women than for men.
Our mean hourly Gender Pay Gap is 9% lower for women than it is for men. Whilst this figure is positive in comparison to the majority of other tech companies of a similar size and scale, we want to hold ourselves to a higher standard and hope that we convert this into a downward trend for next year’s report.
UK Pay Quartiles
| Quartile Summary | Men [%] | Women [%] |
|---|---|---|
| Lower quartile | 28.60% | 71.40% |
| Lower middle quartile | 42.00% | 58.00% |
| Upper middle quartile | 29.50% | 70.50% |
| Upper quartile | 41.10% | 58.90% |
We’re pleased to see a continued growth in the representation of female talent at all levels of the business. Female talent is valued and we see this in particular in our upper pay quartile where we have seen an increase to 58.9%. This is reflective of having a good representation of women in senior roles and a higher proportion of female GP’s in our clinical workforce. We believe our flexible working practices which promote a healthy work-life balance have a lot to do with our gender parity across the quartiles.
UK Bonus Pay Gap
| Bonus summary | % |
|---|---|
| Proportion of male relevant employees with bonus pay | 12.30% |
| Proportion of female relevant employees with bonus pay | 5.00% |
| Mean gender pay gap in bonus pay | 37.40% |
| Median gender pay gap in bonus pay | 50.00% |
Whilst there is a bonus gap, this data is based on a small dataset and includes employee referral bonus data. There have historically been very limited bonuses paid but where there have been some ad hoc payments, these have contributed to creating a gap.
We are pleased to see both our Mean Bonus Pay Gap drop 4% and our Median Bonus Pay Gap reduce by 26.1% from last year's figures. We hope that we continue to see this downward trend in next year’s data.
Statutory Disclosure Summary - 5th April 2022
| Summary | % |
|---|---|
| Males/Females employees | 35% / 65% |
| Median Gender Pay Gap | 1.3% |
| Mean Gender Pay Gap | 9% |
| Median Bonus Pay Gap | 50% |
| Mean Bonus Pay Gap | 76.7% |
| Males/Females receiving a bonus payment | 12.3% / 5% |
| Upper Quartile* (male/female) | 41.1% / 58.9% |
| Upper Middle Quartile (male/female) | 29.5% / 70.5% |
| Lower Middle Quartile* (male/female) | 42% / 58% |
| Lower Quartile* (male/female) | 28.6% / 71.4% |
What are we doing to address the pay gap?
There have been some fundamental changes to the restructuring of Kry/Livi which will help the company to work smarter and more efficiently. However, with a reduction in headcount, we have fewer people to work on rolling out our action plan. This means that we have not been able to implement as many of the actions raised from last year but we are focused on ensuring that we bring this list back to the forefront and deliver a roadmap to address these action points this year.
Policies and Procedures
We are in the process of reviewing and updating all of our policies throughout the business for fairness and consistency. Including the introduction of some “female specific” policies that will help highlight additional support we can provide to our female colleagues.
Career Level Framework
We have implemented a new HRIS which gives us greater oversight of salaries across the different parts of the organisation. In tandem with our career framework this will allow us to make any necessary changes if we spot any discrepancies between teams and individuals based on their experience and not their gender.
Declaration
Everyone should be paid equitably and transparently. This means that from hiring processes to flexible working arrangements and career advancement, equality is baked in from the start. As Medical & Business Operations Director of Livi UK, I will work to ensure that our gender pay gap stays as closed as possible, and everyone is treated fairly and equitably. Employees who feel valued and respected will help us on our mission to deliver outstanding care to our patients in the UK.
We confirm that our data is accurate and has been calculated in accordance with the statutory requirements as required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2020.
Signed by Dr Harriet Bradley
