Gender pay gap report

Breakdown of gender pay data: snapshot date 31 March 2020

Breakdown of males and females in each pay bracket

Breakdown of males and females in each Agenda for Chance (AfC) banding, very senior managers (VSM) and Trust board.

Staff headcount on 31 March 2020: 8393

Percentage of males and females in each band
Pay group Male % Female %
Band 2 23.69 76.31
Band 3 18.83 81.17
Band 4 19.66 80.34
Band 5 15.50 84.50
Band 6 18.75 81.25
Band 7 19.73 80.27
Band 8a 18.64 81.36
Band 8b 23.08 76.92
Band 8c 29.69 70.31
Band 8d 31.25 68.75
Band 9 40.00 60.00
Local grades 27.91 72.09
Medical 52.11 47.89
Board 66.67 33.33

Proportion of males and females in each pay quartile

Divided into four groups ordered from lowest to highest pay.

Percentage of males and females in pay quartile
Quartile Male % Female %
Lower 22 78
Lower middle 20 80
Upper middle 22 78
Upper 40 60

Gender pay gap by gender and group

Overall

Gender pay gap: overall
Overall Mean Median
Hourly rate (£) 21.66 18.31
Pay gap (%) 2.37 6.97

Mean hourly rate

Mean hourly rate by gender
Group Hourly rate
male (£)
Hourly rate
female (£)
Pay gap %
Agenda for Change 18.67 18.36 1.66
Medical 38.88 34.97 10.06
Overall 25.82 20.15 21.96

Median hourly rate

Median hourly rate by gender
Group Hourly rate
male (£)
Hourly rate
female (£)
Pay gap %
Agenda for Change 17.30 17.27 0.17
Medical 37.04 32.63 11.91
Overall 21.48 17.88 16.76

Bonus payments

Our calculations on the proportion of males and females receiving a bonus payment are taken from Clinical Excellence Awards (CEA) only.

This is an award scheme intended to recognize and reward consultants.

Average bonus pay gap

  • overall mean bonus: £13,182
  • overall median bonus: £754
Bonus rates by gender
Gender Mean
bonus (£)
Median
bonus (£)
Male 1,120.82 754
Female 1,187.55 754
Pay gap -5.95 0

Proportion of males and females receiving a bonus payment

Proportion of males and females receiving a bonus payment
Gender Proportion Proportion
(medical)
Male staff (%) 7.70 26
Female staff (%) 1.30 15.6
Difference 6.40 10.4

Summary ongoing actions from previous years

  • A systematic review for gender bias competencies required for senior leadership roles
  • a review of  competencies required for CEA awards for gender bias and adjust  accordingly
  • a review of gender distribution at divisional level and pay gap (if any)
  • ongoing monitoring and championing the progression of female medical staff to senior medical careers.

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