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MHA is fully committed to equality. We pay men and women equally for the same role.

The gender pay gap shows the difference in average pay between all men and women in the workforce. The UK average is 6.5% (median) and 15.9% (mean) in 2020.

MHA’s gender pay gap details for 2021 are:

  • The mean average gender pay gap is 4% (5.1% in 2020)
  • The median average gender pay gap is 1.3% (1.3% in 2020)
  • The mean average gender bonus gap is -41% (-41% in 2020)
  • The median average gender bonus gap is -71.5% (-45% in 2020)
  • 2.4% of male colleagues received a bonus (1.8% in 2020)
  • 3.3% of female colleagues received a bonus. (3.2% in 2020)

MHA employ significantly more women than men, almost a 1:6 ratio which results in reasonably significant fluctuations from year to year.

Whilst women are proportionately represented in the two lower quartiles and slightly over-represented in the top quartile, women are under-represented in the second quartile.

MHA is committed to promoting gender equality in employment and we are actively taking steps to promote equality, diversity and inclusion at all levels of the organisation.

Our Equality, Diversity and Inclusion (EDI) Strategy 2020 provides an overview of the work underway to improve equality including gender. As well as Gender Pay Gap monitoring, we are reviewing our pay gaps for other characteristics including disability, ethnicity and sexual orientation to inform our work. A detailed plan is available and is actively monitored through our people representative EDI Networks and EDI Group.

In line with our employer brand and people feedback that everyone delivers their best every day for the good of those we serve, in 2020/2021, we are removing incorporating bonus into salary to reward people on an ongoing basis. 

Furthermore, MHA pays the real Living Wage for all as a minimum and this will have a positive impact on our Gender Pay Gap going forward.


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