Foreword
At Kry/Livi, our mission remains to fast-forward the future of healthcare by ensuring that the care we provide is accessible, personal, and proactive. With nearly 60% of our patients identifying as female, it is critical to our success as a healthcare provider to understand and respond to the needs of women, both as patients and as employees.
The Gender Pay Gap is an essential measure for us as we assess our progress towards gender parity. Despite challenges faced in recent years, we are pleased to see positive trends in our data, reflecting our ongoing commitment to gender equality. This year, we have continued to build on previous progress, with some key metrics showing improvement. Although there is still work to be done, we are confident that our actions are making a meaningful difference.
Definitions and Context
Why are we publishing these figures?
Since 2017, the UK Government has required all UK companies with over 250 employees to publish Gender Pay Gap figures. This reporting must be submitted annually and published on our website. The data in this report is based on the snapshot date of 5th April 2024.
What is Gender Pay Gap reporting?
Gender Pay Gap reporting measures the difference between the average earnings of male and female employees within an organisation. It is important to note that the Gender Pay Gap is distinct from equal pay. Equal pay ensures that men and women are paid the same for the same or equivalent work, as mandated by law.
The Gender Pay Gap, on the other hand, highlights broader pay distribution differences across the company.
The Gender Pay Gap is measured in two ways:
Median Pay Gap: Represents the middle value in the distribution of hourly pay for men and women.
Mean Pay Gap: Represents the average hourly pay for men and women.
Understanding our pay gap
Hourly Pay Gap
| Hourly summary | % |
|---|---|
| Mean Gender Pay Gap in Hourly Pay | 2.47% |
| Median Gender Pay Gap in Hourly Pay | -7.21% |
This year’s data shows further positive movement in closing the Gender Pay Gap:
Our median Gender Pay Gap stands at -7.21%, meaning women are earning more than men at the midpoint of the pay distribution. This is a significant improvement from last year’s -3.4%.
Despite growing our female representation across the business our mean Gender Pay Gap stands at at 2.47%, a slight decrease from last year's 3.7%. In 2025 we've recruited more women into mid-tier management roles, so this is reflected in the mean. Through our training and progression plans we will continue to grow this cohort and close the delta.
UK Pay Quartiles
We continue to see strong representation of female employees in key roles across the company.
| Quartile Summary | Men [%] | Women [%] |
|---|---|---|
| Lower quartile | 25% | 75% |
| Lower middle quartile | 51% | 49% |
| Upper middle quartile | 28% | 72% |
| Upper quartile | 36% | 64% |
We are pleased to see that women remain well-represented in senior positions and higher pay quartiles. However, the slight decline in female representation in the upper quartile compared to last year (from 69.5% to 49%) highlights an area we will continue to monitor and address.
UK Bonus Pay Gap
| Bonus summary | % |
|---|---|
| Proportion of male relevant employees with bonus pay | 7% |
| Proportion of female relevant employees with bonus pay | 10% |
| Mean gender pay gap in bonus pay | 15% |
| Median gender pay gap in bonus pay | 56% |
The higher proportion of women receiving bonuses compared to men is a positive step forward. However, the median bonus gap increase suggests that higher-value bonuses were still predominantly received by male employees. Addressing this disparity remains a key focus area for us moving forward.
What are we doing to address the pay gap?
As part of our ongoing commitment to gender parity, we will be adopting the EU Directive on Gender Pay Gap reporting from next year. This will allow us to analyse pay differences in even greater detail and implement more targeted actions to close any remaining gaps.
Declaration
“While we are proud of the progress we have made in recruiting more women and reducing the Gender Pay Gap, we recognise that true equity requires a broader and intersectional approach. Our commitment extends to fostering a workplace that champions diversity in all forms and respective of the patients and healthcare professionals we serve. We know more work needs to be done on reducing the bonus gap and ensuring consistent pay for the long-term.
“Despite navigating strong market conditions and operational changes, our dedication to meaningful change has not wavered. A key priority for me is to accelerate leadership development and career growth for our UK talent, ensuring that all employees have equitable opportunities to succeed.
In 2025, we will focus on making every action count—enhancing our policies, employee initiatives and leadership accountability to drive change. By embedding equity in our culture, policies and everyday practices, we can create a workplace where everyone thrives. Our momentum is strong, and we will continue to build on the foundations we have set and push for higher standards in the years ahead.”
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. Tom Davis, Country Manager and Medical Director, UK
