Latest News from Vocare


We are an employer required by law to carry out Gender Pay Gap Reporting.

This involves carrying out a series of calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing individual employee data.

Vocare Limited used payroll information to source the data. This was cross-checked against data maintained in our human resources and rota management systems to ensure that all relevant staff were included correctly. The report was compiled using a snapshot of data which was validated to ensure statistical comparability.

We are using this information to assess:

  • The levels of gender equality in our workplace;
  • The balance of male and female employees at different pay levels;
  • How we reward each gender.

Vocare Limited is committed to the principle of gender pay equality and as part of our routine business we:

  • Regularly review all recruitment practices and processes
  • Ensure all HR policies and procedures are risk assessed to ensure they do not hold unfavourable bias towards one gender
  • Support flexible working


Our analysis shows:

  • We employ more females than males
  • In a small number of roles (example GPs and GP Leads) we employ more males than females
  • Nine employees, 4 female and 5 male, received a non-recurrent bonus on the acquisition of Vocare from former owners.

The mean bonus pay gap is 59.42% in favour of the male workforce and the median bonus pay gap is 72.97% in favour of the male workforce as per 1 above. This is as a result of a one-off legacy non-current bonus and will not factor in forthcoming figures.

I confirm that the reported figures are accurate.

The results of our full analysis are accessible via the dedicated UK government website.

Emma-Jayne PĂ©rez Chies
Director of HR and OD
4th April 2019