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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 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 employers, with 250 or more employees, publish their gender pay gap annually by 31st March.

This report publishes our Gender Pay Gap based on the snapshot date of 31 March 2018 and will be published on our website by 30th March 2019. Our Gender Pay Gap will also be uploaded on to the government's website where the public can find and compare our Trust's data with other organisations.


Gender Data 2017/18

Key findings:

  • The Trust workforce is predominantly female (68%). This compares with the UKs working population 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 compared to the general population, females become underrepresented at the most senior levels of our workforce (Band 9 and VSM).
  • The Trust does not currently hold any monitoring data in relation to staff who are transgender, transsexual or who experience gender dysphoria. However the recruitment data indicates that ESR (the Trust’s workforce information system) does not currently give staff or applicants the opportunity to record themselves as neither female or male.
  • Part Time Staff: 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.


Gender by pay band

Gender by pay band

Pay Scale Female Male Grand Total
VSM 46.7% 53.3% 100%
M&D 51.0% 49.0% 100%
Band 1 63.0% 37.0% 100%
Band 2 70.5% 29.5% 100%
Band 3 78.9% 21.1% 100%
Band 4 83.5% 16.5% 100%
Band 5 83.7% 16.3% 100%
Band 6 87.0% 13.0% 100%
Band 7 84.4% 15.6% 100%
Band 8a 82.2% 17.8% 100%
Band 8b 74.4% 25.6% 100%
Band 8c 68.0% 32.0% 100%
Band 8d 65% 35% 100%
Band 9 0% 100% 100%
Grand Total 75.5% 24.5% 100%


Full time and part time working by pay band

Full time and part time working


Full time and part time working by gender

Full time and part time by gender

  Female Male Grand Total
Full Time 1794 842 2636
Part Time 1081 92 1173
Grand Total 2875 934 3809