GENDER PAY GAP REPORT – 2025
On 1 April 2017 the Government introduced the Equality Act 2010 (Gender Pay Information) Regulations 2017. This requires New Directions to calculate gender pay data, based on our workforce on 5 April each year.
We are a leading provider of adult social care services within the borough of Sefton. Our aim is to provide the highest quality of care and support for adults of all ages who have learning or physical disabilities, mental health support needs and older people. We promote independent living, encouraging and supporting individuals to fulfil their aspirations.
We aspire to become the Employer of Choice, attracting and retaining the best talent from the local labour market wherever possible. We are committed to ensuring equality and fairness in pay for all our workforce.
On 5 April 2025 our workforce of 380 staff was predominately female (84.73%). This is not untypical of the social care sector.
GENDER MEAN AND MEDIAN PAY GAP
| Mean | Median |
| 9.11% | 6.05% |
Our gender pay gap is 9.11%. This means that the average hourly rate for male employees is 9.11% higher than female employees. This gap has decreased by 0.71% since 2024.
Our median gender pay gap is 6.05%, this gap has decreased by 1.5% since 2024.
PAY QUARTILES
The following graph shows the gender distribution across four equally sized quartile pay bands.
MEAN AND MEDIAN BONUS PAY GAP
New Directions does not pay employees a bonus.
DECLARATION
I confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Mark Fox
Managing Director