Gender pay gap report 2022

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 2022.

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 2022. 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 3,166 female staff compared to 614 male staff.

The median rate is calculated by selecting the average hourly rate at the mid-point for each gender group.

Trust comparison

The following table provides benchmarking data to highlight RDaSH’s position in relation to other local trusts.

Please note that this is 2021 data as 2022 data will not be available until March 2023 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.

Proportion of staff receiving bonus pay

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).

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.

Average hourly pay rates by staff group

Medical staff

In March 2022 the trust had 48 medical consultants of which 54% were female, this is an increase since 2021 (49%).

Within the upper quartile for all medical staff there are 10 male consultants and 8 female consultants. For medical staffing overall, the trust has a higher number of female non-consultant doctors (11) compared to males (8).

Professional, scientific and technical staff

There are 287 staff within this group, of which only 19% are male however a third of these are in the top quartile.

Admin and clerical staff

There are 824 staff within this group, of which only 17% are male however half of these are in the top quartile, of which 40% are within the IT team.

Top 10 highest hourly pay rates

Non-medical staff in the upper quartile in bands 8a to 9 are 75% female. As at March 2021 the pay gap for these staff was 3.7%, as at March 2022 this has dropped to 0.3%.

Conclusion

The trust has a significantly lower proportion of male staff (16.87%) compared to female staff which has an adverse effect on the gender pay gap percentage, as a larger proportion of male staff are within higher bands which is evident with our admin and clerical staff group.

Comparing our 2021 data, the trust is already starting at a low position compared to other trusts.  There has also been a significant improvement in relation to band 8a to 9 posts, with a reduction from 3.7% to 0.3%. However, the bonus pay has significantly increased in favour of male staff.

As an organisation there is still work to do in several key areas to re-dress the gender pay gap balance:

• increase representation of males across some of the areas where they are underrepresented like admin and clerical
• ensure we have sufficient development and flexibility to support the development and career progression for females
• ensure that we have flexibility of job planning and design alongside agile working to facilitate career progression for individuals whilst managing their own personal demands like childcare and care provision
• ensure our talent development programme is progressed and developed to link with the challenges around gender pay equality

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Document control

• Author: Lisa Earnshaw.
• Role: Head of workforce information and transactional services.
• Date: January 2023.

Page last reviewed: May 01, 2024
Next review due: May 01, 2025

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