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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.

 

Useful Weblinks

 

Gender Data 2016/17

Key findings:

  • 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

Gender by pay band

Payscale Female Male Grand Total
VSM 41% 59% 100%
M&D 45% 55% 100%
Band 1 63% 37% 100%
Band 2 73% 27% 100%
Band 3 79% 21% 100%
Band 4 85% 15% 100%
Band 5 84% 16% 100%
Band 6 87% 13% 100%
Band 7 86% 14% 100%
Band 8a 81% 19% 100%
Band 8b 75% 25% 100%
Band 8c 67% 33% 100%
Band 8d 67% 33% 100%
Band 9 0% 100% 100%
Grand Total 75% 25% 100%

 

Full time and part time working by pay band

Full time and part time working

Pay scale Full Time Part Time Grand Total (Headcount)
Band 1 67% 33% 150
Band 2 58% 42% 571
Band 3 63% 37% 415
Band 4 56% 44% 252
Band 5 76% 24% 797
Band 6 68% 32% 477
Band 7 60% 40% 345
Band 8a 74% 26% 113
Band 8b 85% 15% 40
Band 8c 90% 10% 21
Band 8d 94% 6% 18
Band 9 & VSM 95% 5% 21
M&D 82% 18% 579
All staff 69% 31% 3799

 

Full time and part time working by gender

Full time and part time by gender

  Female Male Grand Total
Full Time 68% 32% 100%
Part Time 91% 9% 100%
Grand Total 75% 25% 100%