As the gender champions for the Trust we represent both our staff and our patients.
Our aim is to work with all staff in the Trust to ensure that the provision of services and care to our patients is equal for men, women and trans-genders. While for our staff we need to ensure that an individual's gender does not lead to bias in their working environment or developmental and promotional aspirations.
We would be delighted to hear from anyone; staff, patients and relatives, to discuss, in confidence, issues or concerns they may have, or ideas they would like to be investigated.
The action for gender equality, is in-line with the core principles of our Equality and Diversity strategy. Issues of gender in-equality have progessed and improved during the last century, but there remains the need to ensure that within our diverse society and across different cultures, that gender discrimination and bias is not tolerated. Sadly gender bias and discrimination is still prevelant in some cultures and societies, the challenge now is too ensure gender equality for all.
- Think, Act, Report
- NHS Employers: Building a Diverse Workforce
- Dreating a fairer and more equal society
- Commission for Equality and Human Rights
Gender Pay Gap Reporting
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 set out a public authority’s gender pay gap reporting duties, which form part of its public sector equality duty under the Equality Act 2010. The regulations require that from April 2017 employers with 250 or more employees on the snapshot date of 31 March 2017 to publish their gender pay gap by 30 March 2018.
Gender Data 2016/17
- The Trust’s workforce is predominantly female (75%). This compares with the UK’s working population which was 47% female and 53% male in 2016.
- Compared to the general population, male staff are underrepresented in all bands from band 1 – 8d.
- Representation of female staff peaks at 87% at band 6 and then diminishes as seniority increases and ultimately, compared to the general population, females become underrepresented at the most senior levels of our workforce (band 9 and VSM).
- Female staff are slightly under-represented (45%) among the medical workforce. This is the same level of representation across the wider NHS medical workforce (also 45% female).
- The Trust does not currently hold any monitoring data in relation to staff who are transgender, transsexual or who experience gender dysphoria. ESR (the Trust’s workforce information system) does not currently give staff or applicants the opportunity to record themselves as neither female nor male.
- Part time status: 31% of our staff work part-time. Female staff are more likely to work part time than male staff. Uptake or opportunity of flexible working decreases with seniority from band 8A upwards. Part time working is not prevalent among the medical workforce.
- Family leave: 275 staff took maternity or paternity leave at some point in 2016/17. The majority of staff who take a period of family leave return to work (81% of those who finished a period of maternity leave and 89% of those who finished a period of paternity leave returned to work). There was no uptake of adoption leave or shared parental leave in 2016/17.
Gender by pay band
Full time and part time working by pay band
|Pay scale||Full Time||Part Time||Grand Total (Headcount)|
|Band 9 & VSM||95%||5%||21|
Full time and part time working by gender