Scarsdale Vets Gender Pay Statement

Overview

ScarsdaleVets had 296 employees at the time of the first Gender Pay Gap report process. Of the 296 employees, ScarsdaleVets employed 34 men and 262 women as can be seen in the table below, breaking down all our colleagues by their department within the business.

The Veterinary Profession as a whole is becoming increasingly female dominated. ScarsdaleVets is no exception to this development with a male to female ratio of almost 1:8 within our organisation. Veterinary nursing is by far the largest female dominated area with a 1:24 ratio. There are only a couple of hundred registered male nurses in the country, we employ 3 within our practice and so over-index on the levels of male nurses within the profession (national average is 1:45).

LevelTotal No In DeptNo of Males & FemalesPercentageGender
Clinical4
4
1
3
25
75
Male
Female
Ancillary Care4
4
0
4
0
100
Male
Female
Client Care, Retail & Resort72
72
3
69
4
96
Male
Female
Clinical Managers9
9
1
8
11
89
Male
Female
Non-Clinical Managers23
23
3
20
13
87
Male
Female
Nurses76
76
3
73
4
96
Male
Female
Specialist Vets36
36
12
24
33
67
Male
Female
Support Team Member28
28
3
25
10
90
Male
Female
Vets43
43
8
35
19
81
Male
Female

Our highest paid roles sit within the specialist team and our lowest paid roles are within client care, retail & resort and ancillary clinical.

The table shows that although we provide equal pay to all colleagues for the job they perform, our highest paid colleagues have a more even gender split than the lower paid roles (though this split is still female biased). This, rather than disparity in role specific pay, creates the gender pay gap differentiation.

ScarsdaleVets is committed, and always has been, to fair and equal pay. We have tried to remain above the national living wage for all our employees though there have been times when we have been equal to the NLW. We have never knowingly fallen below this level.

Recruitment & Retention

When recruiting, ScarsdaleVets adopts a policy of the best person for each role, irrespective of gender, sexuality, race or religion. Our recruitment follows a structured process and allows for roles to be advertised widely (sometimes internationally) to ensure we attract the best candidates for the role, as well as promoting internally where appropriate. We engage with trade press, social media and agencies in the pursuit of recruiting the right people who will enhance our business and we have never (and never will) direct recruitment towards a specific gender. We are committed to developing the talent within our teams and provide extensive opportunities for clinical and non-clinical continuing professional development.

Longevity of service salary disparities are removed from our business by a banding structure (which moves in line with our cost of living increase provision) and we apply the COL for all colleagues annually to ensure our rate of pay remains level or above the annual CPI for the country whenever possible.

Salary Structures

Our salary structure does not differentiate gender, therefore, as per law, any two employees carrying out the same role will be paid identically. Our differentiators in salary only occur where the colleague has an advanced level of skill in the execution of their role and we have clear bandings that detail this that are available to all our colleagues.

In the past the business had a bonus system that was considered to be potentially biased towards fee earners. This was considered unfair in 2016 and the business now provides a group wide bonus scheme that all colleagues can benefit from regardless of role. The bonus has a profit gateway and is then based on both task oriented objectives and behavioural competencies and is calibrated across the business to ensure it is fair.

The business benchmarks all roles in terms of salary. This ensures our rates of pay are competitive in both the local environment and profession specific market places and removes the risk of losing talent to competitors because of money. Our benefits include generous annual leave, birthdays off, employee assistance programme, CPD allowance, wellbeing initiatives and bonus scheme.

ScarsdaleVets has an LLP structure with 12 Partners (10 designated and 2 associate) at the time of the gender analysis being completed. The split in both aspects of Partnership were split equally by gender.

Additional Information

The second largest area of gender disparity is within the client care team. Our business has a male to female ratio in this key area of 1:23. Historically the business had termed ‘Client Care Advisors’ as ‘Receptionists’. Our view was that this felt gender biased to women and so changed the name in 2016 to Client Care Advisor to remove any possible stereotype bias.

Scarsdale Vets Gender Pay Gap Report 2017

  • Mean gender pay gap: 44%
  • Median gender pay gap: 52%
  • Mean bonus gender pay gap: 91%
  • Median bonus gender pay gap: 86%
  • Proportion of males receiving a bonus: 6.9%
  • Proportion of females receiving a bonus: 2.7%

Proportion of males and females in each quartile band

  • Quartile 1: Males 26% Females 74%
  • Quartile 2: Males 5% Females 95%
  • Quartile 3: Males 8% Females 92%
  • Quartile 4: Males 3% Females 97%