Background
In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, employers with 250 or more employees are required to publish information on the pay gap between male and female employees as at 31 March each year. This information must be published on the employer’s website.
The information provided below is based on a snapshot date of pay of 31 March 2021.
The gender pay gap is different to equal pay. Equal pay relates to men and women receiving equal pay for equal work. The gender pay gap is a measure of any disparity in pay between the average earnings of male and female employees.
Gender pay gap indicators
The regulations require an employer to publish six calculations:
- average gender pay gap as a mean average
- average gender pay gap as a median average
- average bonus gender pay gap as a mean average
- average bonus gender pay gap as a median average
- proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- proportion of males and females when divided into four groups ordered from lowest to highest pay
Hourly rate of pay
The average hourly rate of pay is calculated from a specific pay period, in this case March 2021. The hourly rate is calculated for each employee based on ‘ordinary pay’ which includes basic pay, allowances and shift premium pay.
This calculation is based on the average hourly rate of 3,020 female staff compared to 620 male staff (2021) and 2,898 female staff compared to 601 male staff (2020).
The median rate is calculated by selecting the average hourly rate at the mid-point for each gender group.
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Average hourly rate 2019 | 16.83 | 14.59 | 2.24 | 13.30 |
| Average hourly rate 2020 | 17.17 | 15.03 | 2.14 | 12.47 |
| Average hourly rate 2021 | 17.67 | 15.64 | 2.03 | 11.49 |
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Median hourly rate 2019 | 13.79 | 12.66 | 1.12 | 8.17 |
| Median hourly rate 2020 | 13.99 | 13.04 | 0.94 | 6.77 |
| Median hourly rate 2021 | 15.14 | 13.79 | 1.35 | 8.89 |
Trust comparison
The following table provides benchmarking data to highlight RDaSH’s position in relation to other local trusts.
| Employer | Employer size | % Difference in hourly rate (mean) | % Difference in hourly rate (median) |
|---|---|---|---|
| Rotherham Doncaster and South Humber NHS FT | 1000 to 4999 | 12.5 | 6.8 |
| Sheffield Health and Social Care NHS FT | 1000 to 4999 | 9.9 | 9.2 |
| Barnsley Hospital NHS FT | 1000 to 4999 | 39 | 25 |
| South West Yorkshire Partnership NHS FT | 5000 to 19,999 | 19.6 | 12.9 |
| Rotherham NHS FT | 1000 to 4999 | 29.1 | 19.4 |
| Sheffield Teaching Hospitals NHS FT | 5000 to 19,999 | 21.3 | 11.5 |
| Northern Lincolnshire and Goole NHS FT | 5000 to 19,999 | 33.8 | 27.6 |
| Doncaster Bassetlaw Hospitals NHS Trust | 5000 to 19,999 | 1.1 | 0.1 |
Please note that this is 2020 data as 2021 data will not be available until March 2022, which is the national deadline for trust submissions.
Average bonus pay
As a trust the only pay element which falls under the bonus pay criteria are clinical excellence awards for medical consultant staff.
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Mean bonus pay 2019 | 9,739 | 5,475 | 4,264 | 43.78 |
| Mean bonus pay 2020 | 14,016 | 9,201 | 4,814 | 34.35 |
| Mean bonus pay 2021 | 16,007 | 8,752 | 7,254 | 45.32 |
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Median bonus pay 2019 | 4,649 | 4,688 | -38 | -0.83 |
| Median bonus pay 2020 | 9,048 | 7,489 | 1,558 | 17.22 |
| Median bonus pay 2021 | 9,048 | 9,048 | 0 | 0 |
Proportion of staff receiving bonus pay
| Gender | Number of staff receiving bonus pay | Total number of staff in trust (April 2019 to March 2020) | Percentage |
|---|---|---|---|
| Male | 8 | 647 | 1.24% |
| Female | 6 | 3150 | 0.19% |
| Gender | Number of staff receiving bonus pay | Total number of staff in trust (April 2020 to March 2021) | Percentage |
|---|---|---|---|
| Male | 8 | 665 | 1.20% |
| Female | 7 | 3292 | 0.21% |
Quartile analysis of hourly pay rates
In order to create the quartile information, all staff are sorted by their hourly rate of pay, this list is then split into 4 equal parts (where possible).
| Group | Lower | Lower middle | Upper middle | Upper | Trust total |
|---|---|---|---|---|---|
| Male | 113 | 167 | 133 | 188 | 601 |
| Female | 690 | 778 | 734 | 696 | 2898 |
| Total | 803 | 945 | 867 | 884 | 3499 |
| % Male | 14.07 | 17.67 | 15.34 | 21.27 | 17.17 |
| % Female | 85.93 | 82.33 | 84.66 | 78.73 | 83.83 |
| Group | Lower | Lower middle | Upper middle | Upper | Trust total |
|---|---|---|---|---|---|
| Male | 133 | 152 | 124 | 211 | 620 |
| Female | 775 | 759 | 688 | 798 | 3020 |
| Total | 908 | 911 | 812 | 1009 | 3780 |
| % Male | 14.65 | 16.68 | 15.27 | 20.91 | 17.03 |
| % Female | 85.35 | 83.32 | 84.73 | 79.09 | 82.96 |
When reviewing the quartile information it is important to take into account the types of roles available within the trust and the different gender splits that occur within specific roles.
The bands of staff do not easily fall into each of the 4 quartiles because as stated above the pay includes allowances and shift pay so a band 3 who undertakes a large number of unsocial hours may fall into the upper middle quartile and a band 5 who undertakes no unsocial hours may fall into the lower quartile.
The highest variances for the quartiles when compared to the overall trust value are in the lower and upper quartiles.
There is a higher proportion of female staff in the lower quartile (which includes admin and ancillary staff groups which historically are predominately female).
The upper quartile has a lower percentage of female staff compared to the trust overall. This quartile includes all of the medical staff.
In March 2021 the trust had 49 medical consultants of which 49% were female, this is an increase since 2020 (48%).
Within the upper quartile for all medical staff there are 7 male consultants and 10 female consultants. However, the male consultants still continue to be paid more than female consultants. For medical staffing overall, the trust has a higher number of female non-consultant doctors which is shown in the 9.3% pay gap difference below.
Non-medical staff in the upper quartile in bands 8a to 9 are 76% female. However there is still a pay gap of 3.7%. This is a significant improvement from 2020 when it was 5%.
Average hourly pay rates by staff group
| Role | Male | Female | Pay gap % |
|---|---|---|---|
| Nursing | 18.82 | 17.98 | 4.5 |
| Medical | 47.99 | 46.73 | 2.6 |
| AHP | 18.36 | 17.84 | 2.8 |
| Professional, scientific and technical | 20.77 | 17.54 | 15.6 |
| Admin | 16.49 | 13.24 | 19.8 |
| Role | Male | Female | Pay gap % |
|---|---|---|---|
| Nursing | 19.40 | 18.75 | 3.3 |
| Medical | 50.78 | 46.06 | 9.30 |
| AHP | 17.85 | 18.63 | -4.3 |
| Professional, scientific and technical | 21.79 | 18.55 | 14.9 |
| Admin | 16.81 | 13.62 | 19.0 |
Top 10 highest hourly pay rates
| Staff group | Male | Female |
|---|---|---|
| Medical staff | 6 | 4 |
| Non-medical staff | 5 | 5 |
| All staff | 5 | 5 |
| Staff group | Male | Female |
|---|---|---|
| Medical staff | 6 | 4 |
| Non-medical staff | 5 | 5 |
| All staff | 6 | 4 |
Conclusion
Comparing our 2020 data, the trust is already starting at a low position compared to other trusts and has continuously improved over the past 2 years. There has also been a significant improvement in relation to band 8a to 9 posts, with a reduction from 5.0% to 3.7%.
Data in relation to specific staff groups show two areas which require further work:
- professional and technical staff which include psychological therapy staff, pharmacy, social workers and chaplaincy
- admin and clerical staff
Document control
- Author: Lisa Earnshaw.
- Role: Head of workforce information and transactional services.
- Date: November 2021.
Page last reviewed: May 01, 2024
Next review due: May 01, 2025