Oakfield Psychological Services
Oakfield Psychological Services is committed to fairness, inclusion, and equal opportunities across all areas of our organisation. As a specialist healthcare provider, we value transparency and are dedicated to ensuring our workplace supports and empowers staff of all genders.
Understanding the Gender Pay Gap
The gender pay gap measures the difference in average earnings between all men and all women across the organisation. This differs from equal pay, which ensures that staff performing the same role are paid equally — a principle we uphold through structured and regularly reviewed pay scales.
Our Gender Pay Gap Figures (Year Ending 2024)
- Mean gender pay gap: 3.9%
- Median gender pay gap: 1.8%
Bonus Pay
- Mean bonus pay gap: 0%
- Median bonus pay gap: 0%
- Proportion of males receiving a bonus: 63%
- Proportion of females receiving a bonus: 61%
Pay Quartiles
Our workforce is predominantly female, including all day-to-day management positions and the Business Development Manager. Two senior strategic roles — the Responsible Individual (RI) and the Director — are male. This is reflected in the quartile data:
Upper quartile:
- 40% male
- 60% female
Upper middle quartile:
- 28% male
- 72% female
Lower middle quartile:
- 22% male
- 78% female
Lower quartile:
- 18% male
- 82% female
What the Data Tells Us
The gender pay gap at Oakfield Psychological Services remains low and consistent with the wider specialist healthcare sector. The small difference observed is primarily due to two senior male strategic posts, while operational and management leadership is entirely female.
Bonus eligibility levels are similar across genders, reflecting typical variation based on length of service rather than structural inequality.
Overall, our figures demonstrate strong representation of women across all levels of the organisation and a balanced, fair pay structure.
Actions We Are Taking
We continue to strengthen equality and progression within the organisation by:
- Providing clear leadership development pathways for career progression.
- Encouraging gender representation in specialist and strategic-level roles.
- Supporting flexible working arrangements to promote staff wellbeing and retention.
- Reviewing recruitment practices to ensure inclusivity and fairness.
- Conducting annual pay audits to maintain transparency and equity.
Our Commitment
Oakfield Psychological Services is proud of its strong female-led management team and remains committed to fostering a workplace where staff of all genders can develop and thrive. We will continue to monitor our pay data and build on our approach to equality as part of our long-term organisational development.
We confirm that the information provided in this report is accurate and compliant with statutory gender pay gap reporting requirements.