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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 31 March 2022 and will be published on our website by 30th August 2023. 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.

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. 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.

If a workplace has a particularly high gender pay gap, this can indicate there may be several issues to deal with, and the individual calculations may help to identify what those issues are.


Our gender profile

The gender split in our workforce is 75% female employees and 25% male employees. This position has changed very little in the last 6 years. In comparison the gender split in the NHS is 77% female and 23% male.

Consultant colleagues make up about 6% of our workforce. The Trust has a higher proportion of male consultant employees (60.6%) compared to female consultant employees (37.5%). 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.


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