On 31 March 2017, it became mandatory for all public sector organisations with over 250 employees to report annually on their gender pay gap with the first year's data being due on 31 March 2018. Medway Community Healthcare's gender pay gap information is published below:

Average gender (ordinary) pay gap as a mean average (in terms of hourly pay)

Difference (£)                         2.11

Difference (%)                       13.9

Average gender (ordinary) pay gap as a median average (in terms of hourly pay)

Difference (-£)                           0.40

Difference (%)                           -3.7

Average bonus gender pay gap as a mean average

Difference (£)                           3685.88

Difference (%)                          83.7

Average bonus gender pay gap as a median average

Difference (£)                    97.91

Difference (%)                   40.8

The proportion of males and females receiving a bonus payment

Gender       %of staff receiving bonus payment

Female         7.0

Male             6.9

Overall         7.0

The proportion of males and females in the lower, lower middle, upper middle and upper quartile pay bands (by number of employees rather than rate of pay)

Quartile                 %Males                %Females

Lower                     19.1                      80.9 

Lower middle          9.3                       90.8            

Upper middle         10.9                      89.1

Upper                     13.3                      86.7

Overall                   12.5                      87.5