Gender Pay Gap Reporting

Following government consultation, it became mandatory on 31 March 2017 for public sector organisations with over 250 employees to report annually on their gender pay gap (GPG). 

Since the Equality Act 2010 (Specific Duties) Regulations 2011 (SDR) came into force on 10 September 2011, there has been a duty for public bodies with 150 or more employees to publish information on the diversity of their workforce.  Although the SDR did not require mandatory GPG reporting, the Government Equalities Office (GEO) and the Equality and Human Rights Commission (EHRC) provided guidance that made it clear that employers should consider including GPG information in the data they already publish. It was evident that not all employers did this, so the government made GPG reporting mandatory by amending the SDR so that all public sector employers with more than 250 employees have to measure and publish their gender pay gaps.

This is the first year the Trust has published the gender pay gap data.   For the first year, this will be the pay period including 31 March 2017. 

The gender pay gap shows the difference between the average (mean or median) earnings of men and women.  This is expressed as a percentage of men’s earnings eg.  women earn 26.6% less than men.  

The gender pay gap differs from 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 above table outlines the gender pay gap data for the Trust (as at 31 March 2017), which was submitted on the government’s online reporting service on 8 March 2018.   All data provided within this report was obtained through the standard national Gender Pay Gap dashboards via the Electronic Staff Record (ESR) Business Intelligence reporting suite. 

As at 31 March 2017, 81.6% of the Trust’s workforce was female and 18.4% of the Trust’s workforce was male.

In summary, the gender pay gap (difference in hourly rate of) as a mean is 26.6%, and a median of 7.8%. The difference in bonus pay, calculated from the mean is 18.4% and median of 0.0%.   

If the medical and dental staff group is excluded from the data, then the overall mean gender pay gap is 0% and the median is -10.7% (in favour of women).

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The Trust will consider the implications of the gender pay gap following the analysis and make recommendations to further reduce the gender pay gap. An action plan will be developed.