Gender Pay Gap
2019/20 financial year
Information and analysis of our gender pay gap data is available on the Cabinet Office website. .
|
Gender |
Average Hourly Rate £ |
Median Hourly Rate £ |
|
Male |
18.46 |
15.40 |
|
Female |
15.52 |
13.74 |
|
Difference |
2.94 |
1.66 |
|
Pay Gap % |
15.94% |
10.79% |
|
Quartile 19/20 |
Female % |
Male % |
Female |
Male |
|
Overall |
83.31% |
16.69% |
3254 |
652 |
|
Lower |
85.35% |
14.65% |
833 |
143 |
|
Lower Middle |
84.85% |
15.15% |
829 |
148 |
|
Upper Middle |
83.81% |
16.19% |
818 |
158 |
|
Upper |
79.22% |
20.78% |
774 |
203 |
Historic reports
Gender Pay Gap Report 2020-21 [docx] 3MB
Gender Pay Gap Report 2019-20[docx] 3MB
Gender Pay Gap Report 2017-18 [pdf] 3MB
Gender Pay Gap Report 2016-17 [pdf] 315KB
Background to the 2019/20 data:
This report covers the year April 2019 to March 2020.
The data this year shows a 3.47% increase in the average hourly rate variance based on the snapshot pay details for March 2020, providing pay data for all staff who received payment in the month of March 2020, compared to the same snapshot for March 2019. The total number of staff for this year’s report is 3,906 a decrease of 49 on the previous year.
Whilst average pay has continued to increase for both Male and Female staff, the gap has widened slightly during 2019/20, compared to the previous year 2018/19. The CFT workforce comprises 5 times as many Female staff as Male staff, as a result some variance is to be expected. Changes in year in the VSM (Very Senior Manager) composition (Female leavers replaced by Male) has an exaggerated impact on the pay gap due to the smaller overall number of Male staff.
Apprenticeships commenced in 2019/20. The majority of these roles are filled by Female staff.
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.