All UK organisations with more than 250 employees are required to publish details of their gender pay gap. This is the difference in the average hourly wage of all men and women across a workforce.
As of 31 March 2018 we can report that:
- The difference between the mean hourly rate of pay for men and that of women was 10.7%.
- The difference between the median hourly rate of pay for men and that of women was -0.2%.
The reason for the difference between the mean and median gender pay gap is that we employ a small number of clinicians whose pay we do not set. This includes NHS consultants who are contracted as Clinical Advisers. Based only on the employees whose salaries we do set, our mean pay gap is -4.9% and the median gap is -6%.
We do not pay bonuses other than as non-consolidated pay at executive level, so we do not have a bonus gender pay gap. In 2017/18, non-consolidated payments to female executives were 11% higher than those paid to male executives.
57% of our employees are women. This is broadly reflected in the table below, which compares male and female pay in each of the four quartile pay bands.
|Proportion (%) of relevant male and female employees in each of the four quartile pay bands||Male||Female|
How we will use this data
We will use data from the review to:
- explore progression within the organisation
- consider how we attract more women into Clinical Adviser roles
- better understand the drivers of the pay gaps at all levels, in particular why there are fewer men paid at the lower quartile
- develop our new pay strategy, ensuring salary decisions meet our equality and diversity standards.
We will also:
- actively promote flexible working opportunities to existing and prospective employees
- promote and encourage the take up of shared parental leave.