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We are working to be the ‘go-to’ provider, delivering great care every day. Our 1,500 dedicated and highly professional employees work for the people who use our services, and it is very important to us that they are all treated and rewarded fairly.

As an employer with more than 250 employees, The Fremantle Trust is legally required to publish gender pay gap information on an annual basis to show how large the pay gap is between our male and female colleagues. 

In 2019 our mean gender pay gap is 6.2%. We are proud that this has reduced from 8.6% in 2018 and 13.5% in 2017.

The gender pay gap differs from equal pay. The gender pay gap shows the differences in the average pay/earnings between men and women regardless of their position, whereas equal pay requires that men and women who carry out the same jobs, similar jobs or work of equal value are paid equally.

We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work, but is the result of the roles in which men and women work within the Trust and the salaries that these roles attract.

We are committed to providing equal employment opportunities for all employees and applicants. We encourage our employees to develop their careers within the Trust. Career development is supported by our learning and development initiatives and career pathways, all of which will underpin our commitment to our gender pay gap.

We are continuing to do everything we can to reduce the gap through multiple initiatives and this includes:

  • Active involvement and promotion of the Department of Health and Social Care National Recruitment Campaign;
  • On-going review and implementation of recruitment attraction methodologies;
  • Embracing social media platforms and incorporating video content into our website, recruitment advertising campaigns and social media;
  • Promoting flexible working arrangements, for example term-time working, variation to standard shift times and patterns, annualised and compressed hours;
  • Investigating transportation links and transportation options for homes and services in remote locations;
  • Engaging with local schools, colleges and universities to raise people’s awareness of career opportunities within the care sector, dispelling misconceptions and stereotypes; and
  • Role benchmarking and evaluation.

The gender pay gap report for 2019 can be found here