Gender Pay Gap Report FY 2021
INTRODUCTION
Riverdale Healthcare is a group of independent dental practices located in the North of England and Cambridge. Following the establishment of the Group in December 2018, we have grown rapidly acquiring 35 practices and a dental laboratory to date, with on-going acquisition planned. As a group we are now focusing on developing our people processes and policies as well as embedding our values. This activity has included the introduction of a pay structure for our practices, which has rewarded our employees and has addressed pay inequalities in our acquired practices. The benefit of this will be visible in our 2022 report.
OUR VALUES
We Care About People
‘We are kind to each other. We build relationships and support each other’s development to fulfil our aspirations and be happy and engaged.’
‘We have fun together, with a ‘can -do’ attitude, delivering outstanding care to the people in our communities to live life with confident and happy smiles.’
We Practice with Integrity
‘We provide high quality ethical dental care. We believe in giving choice to both our patients and our clinicians.’
‘We are open and honest and always act with integrity. We commit to always do the right thing, for our people, patients, communities and the environment.’
We Like Different
‘We embrace individuality. We are diverse and inclusive and want the unique character of our practices to shine through, just like an extended family.’
‘We listen to each other, giving everyone a voice. We respect each other’s opinions, learn from each other, creating an environment for our teams to flourish.’
WHAT IS GENDER PAY GAP?
The gender pay gap is the difference between the average (mean or median) earnings of men and women across a workforce. Since 2017, employers with a headcount of 250 or more must comply with regulations on gender pay gap reporting. This requires employers to annually report and publish specific data about their gender pay gap from the defined snapshot date which is the 5th of April.
2021 GENDER PAY GAP DATA
| Mean Gender Pay Gap | Median Gender Pay Gap |
| 59.53% | 55.90% |
| On average for every £1 a man earns a women will earn 40p
|
When using the median for every £1 a man earns a women will earn 44p |
| Mean Gender Pay Gap – Bonus Pay | Median Gender Pay Gap – Bonus Pay |
| –21.21% | 0.00% |
| On average for every £1 a man receives in bonus pay a women will earn £1.21 | When using the median men and women are paid the same bonus pay |
| Percentage of men and women receiving bonus pay | |
| Men 32.1% | Women 16.5% |
PROPORTION OF WOMEN IN EACH PAY QUARTILE
| Upper Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
| Male 24%
Female 76% |
Male 3%
Female 97% |
Male 1%
Female 99% |
Male 0%
Female 100% |
WHY A GENDER PAY GAP EXISITS AT RIVERDALE
Most of our practice employees are women where we do not have a gender pay gap. We also operate an Apprentice programme in our practices who begin their careers on a lower rate of pay with an increase upon qualifying.
Our support and operational roles across Riverdale typically attract a higher rate of pay. Riverdale supports career progression for our practice employees into support and operational roles.
OUR COMMITMENT TO IMPROVE OUR GENDER PAY GAP
Women are well represented at senior management level. We have a female Chief Executive Officer, and all of our operational team are female. Our next report will also show additional females that have joined the executive level and senior central support roles.
Since the 2021 snapshot date we have increased Nurse pay (which are predominantly women) at a higher % compared to our support and operational teams reducing the gender pay gap.
We will continue to encourage career progression via internal applications for operational and central support roles.
