A major community equipment provider appears to be one of the only companies in the mobility sector which pays its female employees more than their male counterparts, on average.
According to data published as part of the gender pay gap deadline last week, Millbrook Healthcare Ltd reported that the average woman at the company is paid just over 7% more than the average man.
The average pay gap among all UK companies with over 250 employees to have published their data stands at around 10% in favour of men. The average pay gap in the health sector is 18.7%.
Millbrook Healthcare is one of just 14% of large UK companies with a pay gap that favours women.
Female employees at the wheelchair provider make up around 40% of higher-paid jobs and 46% of lower-paid jobs.
On its website the company says: “We know that we are privileged to do what we do, and are well aware of our responsibilities to our customer, suppliers, staff and, most importantly, our service users, to ensure that what we do, we do safely and efficiently.”
The government’s Gender Pay Gap Service shows gender pay gaps among a number of other large mobility companies are generally more in line with the rest of UK businesses, which mostly favour men in terms of pay.
Acorn Mobility’s gender pay gap is just over 7% in favour of men while stairlift rival Stannah Stairlift’s gender pay gap is slightly wider at 11% in favour of men.
Motability Operations Ltd reported a 23% pay gap in favour of men. The company paid bonuses to around 87% of women and 86% of men.
No UK mobility retailers have submitted gender pay gap data as it is only obligatory if a company employs more than 250 staff. But Lloyds Pharmacy, which runs Betterlife Healthcare, reported a small gender pay gap of 3% in favour of men.
While the reporting of gender pay gap statistics has largely been welcomed others have criticised the move, claiming it is too general and is open to misinterpretation.
Research from Business in the Community claimed that more than half of women would favour a company with a smaller pay gap. It also found that 92% of female respondents would use gender pay gap data to choose between two potential employers.