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Infection prevention

Our teams are committed to the reduction and prevention of healthcare acquired infections.

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Tuberculosis >

'Being open'

The Medway Community Healthcare Board are committed to 'Being open'.

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Contact us

Your experience is important to us and helps us to make sure our services provide excellent care. If you have any comments or queries about our services please see our contact us section.

Modern slavery

We are committed to ensuring there is no modern slavery or human trafficking in any part of our business.

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Gender pay gap

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:

Click the image below, to read the report:-

Gender Pay Gap

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 (£) 3,685.88
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