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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.

The Trust sees the sharing of our Gender Pay Gap data as an integral part of our work on gender equality and uses the data to stimulate meaningful conversations with our staff about equality. We place great importance on these conversations and recognise that there is more to do to ensure that we are supporting diversity at all levels of the organisation and that all staff are treated fairly and have a great experience at work regardless of their gender identity.

There is an important distinction between gender pay gap and equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The gender pay gap shows the difference in average pay of all men and difference in average pay of all women employed by the Trust. If a workplace has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help to identify what those issues are.

Gender pay gap is not normally a pay issue but a representation issue as it is possible to have genuine pay equality but still have gender pay gap.

 

Our Gender Profile

The gender split in our workforce is 68% female employees (compared to 73.6% last year) and 32% (compared to 26.4% last year) male employees. In comparison the gender split in the NHS as a whole is 77% female and 23% male.

Consultant colleagues make up about 5% of our workforce. The Trust has a higher proportion of male consultant employees (64%) compared to female consultant employees (36%). This is significant in terms of gender pay gap reporting because of the high salaries of this staff group compared to the rest of the workforce and their eligibility for CEAs.

 

The Mean and Median Gender Pay Gap in Hourly Pay

The Mean Pay Gap In Hourly Pay for the Trust is 20.4% (compared to 22.5%) i.e. male pay is on average £4.19 per hour more than female.

The Median Pay Gap In Hourly Pay for the Trust is 0%, meaning that there is no gap in the median pay between men and women.