Gender Pay Gap

2020/21 financial year

Information and analysis of our gender pay gap data is available on the Cabinet Office website. The Trust will submit data for the 2020/21 financial year by 5 October 2021.

Gender pay gap reporting submitted March 2019

Female Hourly Rate Compared to Male Hourly Rate:
13.73% 2.06%

LOWER

(mean)

HIGHER

(median)

 

Pay Quartiles Breakdown of Staff:
Quartile Female Male Female % Male %
Lower 821 144 85.08 14.92
Lower Middle 810 155 83.94 16.06
Upper Middle 841 124 87.15 12.85
Upper 780 186 80.75 19.25

Historic reports

Gender Pay Gap Report 2017-2018

Gender Pay Gap Report 2016 -2017

Background to the 2017/18 data:

This report is the second analysis of gender pay gap data released by the Trust, covering the year April 2017 to March 2018.

The data this year shows a 1.3% increase in the average hourly rate variance based on the snapshot pay details for March 2018, providing pay data for all staff who received payment in the month of March 2018, compared to the same snapshot for March 2017. The total number of staff for this year’s report is 3,861 a decrease of 48 on the previous year.

The average hourly rate variance for the year was 13.73%, equivalent to £2.35 per hour. As there is 5 times more female staff some variance for this is expected, however, analysis of variance shows the Trust has more male senior medical staff than female. The majority of male staff in each quartile tend to be at the higher end of each quartile.

The changes to the Agenda for Change pay scales over the next 3 years and reductions in the number of increments in each pay band, will mean existing staff, currently at different points on each band will be at the same level regardless of gender.

The median (mid-point high to low) pay level shows a 2% difference between female and male this year. In the previous year, there was no discernible difference.

As an NHS organisation working within the Agenda for Change pay scales, the Trust is satisfied that the terms and conditions of service offered to staff, alongside the job evaluation system currently in place, fulfil the purpose of attractive and non-discriminatory conditions.  It also fits with a satisfactory interpretation of equal pay for work of equal value.