Introduction
In accordance with the Equality Act (2010) (gender pay gap information) Regulations 2017, the trust is required to publish information on the pay gap between male and female employees as at 31 March each year.
In June 2023, the first NHS Equality, Diversity and Inclusion Improvement Plan was introduced which set out six targeted actions to address direct and indirect prejudice and discrimination that exists through behaviour, policies, practices and cultures again certain groups and individuals across the NHS workforce.
High impact action 3, within the improvement plan requires all trusts to develop and implement an improvement plan to eliminate pay gaps.
Trusts will need to analyse data to understand pay gaps by protected characteristic and put in plan an improvement plan. These plans should be in place for sex and race by 2024, disability by 2025 and other protected characteristics by 2026.
The trust gender pay gap report was published on 31 March 2025 and can be found on the GOV.uk website.
It should be noted that the above report is retrospective to 31 March 2024.
The following report provides an update on our mandatory gender pay gap data analysis and ethnicity pay gap information as at March 2025.
At the time of writing this report, disability pay gap reporting has not been added to electronic staff record (ESR) therefore cannot be produced.
Gender pay gap
The ultimate goal of the trust is to reduce the pay gap between men and women to zero.
Whilst the legal requirement is for the trust to publish gender pay data on an annual basis, it was agreed that additional data reports would be provided on a quarterly basis to monitor progress.
This exception report has been produced following the implementation of the national job evaluation programme of band 2 to band 3 healthcare support workers, which the trust has now completed (except for a small number of roles within the physical health directorate) and the introduction of the real living wage in April 2025.
Data analysis
The trust has a lower-than-average number of male staff (16%) compared to the overall NHS workforce (23%).
As average salary data is vulnerable to distortion, particularly where numbers are low, the data below utilises the median hourly rate of pay (widely used for industry level benchmarking)
Median hourly rate of pay
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| March 2022 | 16.13 | 14.26 | 1.85 | 11.52 |
| March 2023 | 16.84 | 15.21 | 1.62 | 9.64 |
| March 2024 | 17.82 | 16.52 | 1.29 | 7.27 |
| March 2025 | 18.87 | 17.91 | 0.96 | 5.09 |
| April 2025 | 18.65 | 17.99 | 0.66 | 3.53 |
Medical gender pay gap
As part of high impact action 3, it is also important to acknowledge the Independent Review into Gender Pay Gaps in Medicine in England (December 2020), Mend the Gap. This review describes the actions that the NHS should take to address the gender pay gaps in medicine
As at 31 March 2024, the trust employed 40 female doctors and 34 male doctors. The median hourly rate for male doctors was £50.65 and for female doctors £51.09 which means that the gender pay gap was −0.86%
As at 31 March 2025, the trust employed 44 female doctors and 38 male doctors. The median hourly rate for male doctors is £52.10 and for female doctors £53.72 which means that the gender pay gap is −3.0%.
Ethnicity pay gap
Ethnicity pay gap monitoring is currently not a mandatory requirement for NHS Trusts however, as stated above, it is part of the new NHS EDI Improvement Plan. Therefore, the trust will be providing both the gender pay gap data and ethnicity pay gap data as at 31 March 2025.
Data analysis
Firstly, it is important to understand the diverse makeup of our workforce within the trust in relation to ethnicity.
Staff in post (March 2025)
| Ethnicity | Headcount | % |
|---|---|---|
| White British | 3,427 | 87.8 |
| Asian | 109 | 2.8 |
| Black | 198 | 5.1 |
| Mixed | 48 | 1.2 |
| White other | 84 | 2.2 |
| Other | 12 | 0.3 |
| Not stated | 26 | 0.7 |
Again, the data below utilises median hourly rates of pay, for the same reasons explained above, and replicates the dates used for the gender pay gap data to provide a comparison over the last 3 years.
| Date | Black and minority ethnic | White | Not known | Difference white to Black and minority ethnic % | Difference white to not known % |
|---|---|---|---|---|---|
| March 2022 | 16.13 | 14.34 | 12.4 | −12.41 | 13.56 |
| March 2023 | 16.96 | 14.92 | 13.43 | −13.64 | 9.96 |
| March 2024 | 18.5 | 16.28 | 14.28 | −13.6 | 12.29 |
| March 2025 | 19.72 | 17.94 | 15.7 | −9.9 | 12.45 |
Whilst the Black and minority ethnic data above combines all non-white colleagues, it is also important to break down the different ethnic groups to analyse the data thoroughly to see if there are any gaps specific to an ethnic group.
The data below breaks down the median hourly rates of pay for each of the main ethnic groups and provides the percentage gap.
| Ethnicity | March 2025 |
|---|---|
| White British | 17.78 |
| Asian | 21.79 |
| Black | 19.09 |
| Mixed | 20.15 |
| White other | 19.09 |
| Other | 20.29 |
| Not stated | 15.7 |
| Difference White British to Asian | −22.49 |
| Difference White British to Black | −7.36 |
| Difference White British to Mixed | −13.3 |
| Difference White British to White other | −7.36 |
| Difference White British to other | −14.1 |
| Difference White British to not stated | −11.67 |
The data above indicates that Black and minority ethnic staff are more likely to have a higher hourly rate than white colleagues in all ethnic groups.
As with the gender data, the tables below provide trust data and analysis in relation to medical staff in line with the national Mend The Gap report.
Medical staff in post (March 2025)
| Ethnicity | Headcount | % |
|---|---|---|
| White British | 32 | 39 |
| Asian | 29 | 35.4 |
| Black | 6 | 9.5 |
| Mixed | 5 | 6.1 |
| White other | 8 | 9.8 |
| Other | 1 | 1.2 |
| Not stated | 1 | 1.2 |
Pay gap data
| Date | Black and minority ethnic | White | Not known | Difference white to Black and minority ethnic % | Difference white to not known % |
|---|---|---|---|---|---|
| March 2022 | 54.43 | 45.11 | 48.63 | −20.65 | −7.8 |
| March 2023 | 52.42 | 47.3 | 24.46 | −10.82 | 48.29 |
| March 2024 | 54.81 | 49.19 | 26.52 | −11.41 | 46.07 |
| March 2025 | 55.7 | 53.15 | 29.64 | −4.79 | 44.23 |
The reduction in positive gap for Black and minority ethnic staff is due to the recruitment of speciality doctors who are on a lower hourly rate to consultants.
Below is a further breakdown by ethnic group for medical staff showing hourly rate and percentage pay gap.
| Ethnicity | March 2025 |
|---|---|
| White British | 51.66 |
| Asian | 53.11 |
| Black | 64.5 |
| Mixed | 50.58 |
| White other | 55.37 |
| Other | 69.08 |
| Not stated | 29.64 |
| Difference White British to Asian | −2.8 |
| Difference White British to Black | −24.83 |
| Difference White British to Mixed | 2.1 |
| Difference White British to White other | −7.18 |
| Difference White British to other | −33.7 |
| Difference White British to not stated | −42.62 |
The percentage difference between White British and Mixed is a negative gap, this is due to the small number of “Mixed” staff, one of which is a training grade doctor on rotation.
Document control
- Author: Lisa Earnshaw.
- Role: Head of workforce information and transactional services.
- Date: May 2025.
Page last reviewed: May 21, 2025
Next review due: May 21, 2026
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