Gender Pay Gap Report. Southend University Hospital NHS Foundation Trust

Transcription

1 Gender Pay Gap Report Southend University Hospital NHS Foundation Trust 1. Introduction From the 7 April 2017 all employers with over 250 staff were required by law to publish figures annually on the gender pay gap. For public sector bodies in particular, this was effective from the 31 March 2017 with the deadline for reporting being the 30 March The Equality and Human Rights Commission defines the difference between equal pay and the gender pay gap as follows: 1. Equal pay means that men and women in the same employment performing equal work must receive equal pay for work they undertake of like and equal value as set out in the Equality Act In the NHS we have defined banding and grades for roles, which ensures equality of pay. 2. The gender pay gap is a measure of the difference between the average (mean or median) earnings of the men and women they employ. Southend University Hospital NHS Foundation Trust is therefore required to publish gender pay figures by the 30 March 2018 around the following categories: 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. Further, this data provides a first step towards enabling the Trust to initiate conversations around gender pay issues and to inform actions that can be explored to address any areas of concern. 2. Approach Our gender pay data has been obtained from our Electronic Staff Record System (ESR) for all staff employed and paid in March Where anomalies with the data were identified these have been queried and corrected. The data and calculations have been derived from hourly rates of pay of:

2 all employees (male/female) employed on the snapshot date (31 March 2017) these are referred to as relevant employees all employees (male / female) who were paid their usual full pay in their pay period that included the snapshot date - these are referred to as full-pay relevant employees (whether full time or part time they would have earned their usual pay in the pay period of the snapshot date. The pay in consideration of the gender pay analysis is: basic pay allowances (such as payments for extra responsibilities, location-related payments, car allowances, recruitment or retention incentives) pay for piecework pay for leave shift premium pay Bonuses are considered separately and, as per national guidance, include any rewards related to: profit-sharing productivity performance incentive commission These are considered over a 12 month period to March 2017 as per guidance. The calculations used to determine percentages for the various categories are shown in appendix A. 3. Findings The findings on the analysis of the various categories are provided below: 3.1 Mean Pay Gap% Gender Mean (Average ) Hourly Rate Male Female Pay Gap % The mean pay refers to the average hourly rate for the Trust workforce on the 31 March The Trust workforce split on the 31 March 2017 was 78% female, 22% male. However the majority of female staff were split between pay quartiles 1-3 (see section 3.6). Due to the higher percentage of males in pay quartile 4 (35%) the average hourly rate is reported as

3 higher for male staff. The table below demonstrates that this is due to the hourly rates for male medical and dental staff being considerably higher than both female medical and dental staff and staff in all other professions. Southend University Hospital Hourly Rate by Staff Group Male Female Grand Total Employee Numbers Staff group ployee NumAverage Hourly Rate Employee Number Average Hourly Rate Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Allied Health Professionals Estates and Ancillary Healthcare Scientists Medical and Dental Nursing and Midwifery Registered Grand Total Median Pay Gap% Gender Median Hourly Rate Male Female Pay Gap % The median pay refers to the midpoint hourly rate for the Trust workforce on the 31 March The median pay gap is lower than the mean (average) pay gap reported in 3.1. This would be expected given the breakdown of male and female staff in each pay quartile (see section 3.6) 3.3 Mean Average Bonus Pay Gap % Gender Mean Average Bonus Pay Male 13, Female Bonus Pay Gap % 32.93

4 The mean average bonus pay refers to the average bonus rate for the eligible Trust workforce on the 31 March staff were employed on the 31 March 2017 in Consultant roles. The bonus payments referred to in sections relate to Clinical Excellence Awards (CEA) which are a national scheme for NHS Consultants who perform over and above the standard expected of their role. Consultants apply for CEA s and are subject to a selection process to determine whether they are awarded. There are no other payments within the Trust which are classed as a bonus for the purposes of this report. 3.4 Median Average Bonus Pay Gap % Gender Median Average Bonus Pay Male Female Bonus Pay Gap % The median average bonus pay refers to the midpoint hourly rate for the Trust workforce on the 31 March The median average bonus pay gap is lower than the mean average bonus pay gap reported in 3.3. This would be expected given the breakdown of male and female staff receiving bonus payments (see section 3.5). 3.5 Proportion of Males to Females receiving a bonus payment Gender Employees Paid Bonus Total Relevant Employees % Female Male Looking at the data held 195 Consultants were employed on the 31 March 2017 of which 136 (69%) were male. Male Consultants attract 81% of the CEA s awarded. 3.6 The proportion of males and females in each quartile pay band This shows the proportions of male and female full-pay relevant employees in four quartile pay bands, which is done by arranging the workforce into four equal parts from the smallest to the largest payments.

5 Quartile Female Male Female % Male % The data demonstrates that the male female split in quartile pay bands 1-3 is broadly similar to that of the Trust workforce on 31 March 2017 (78% female, 22% male). Quartile pay band 4 is a significant outlier to this with the data showing 65% female and 35% male. Conclusion The findings are as would be expected for the NHS which shows a gender pay gap. This is due to the higher ratio of males employed in the top 25% of pay bands which includes medical and dental professions. Further analysis will be conducted to identify specific areas where there is a gender pay gap in order to develop actions to address the gap in relation to job level, pay grade, full and part-time employees, department/ division and occupational group. This will help us understand the actions we need to take in line with our Equality, Diversity and Inclusion agenda. We are committed to taking action to close this gender pay gap and will use the data to enable us to initiate conversations around gender pay issues and to inform actions to address any area of concern. This report is the first step in understanding the gender pay gap in the Trust. On-going this will be a standing agenda item at the Equality, Diversity and Inclusion Committee and the action plan which will be developed will be monitored and audited through that Committee to ensure equality of opportunity in the workforce. Quarterly reports from Equality, Diversity and Inclusion Committee to the Quality Assurance Committee will incorporate an update on progress achieved and escalate any concerns relating to the gender pay gap. 29 th March 2018

6 Appendix A 1. Mean / Median Pay Gap This looks at the pay gap as an average of male to female hourly rate of pay. For mean values, a common average value is used. To determine median values hourly rates are sorted by increasing value and the middle value (s) used to determine the pay gap. (A-B) / A x 100 A: mean/median hourly rate of pay for all male full pay relevant employees B: is the mean/median hourly rate of pay for all male full pay relevant employees 2. Mean / Median Bonus Pay Gap This looks at pay gap as an average of male to female bonus pay. For mean values, a common average value is used. To determine median values bonus pay is sorted by increasing value and the middle value (s) used to determine the pay gap. (A-B) / A x 100 A: mean/ median bonus pay of all male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date. B: mean/median bonus pay of all female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date. 3. Proportion of males and females receiving a bonus payment A / B X 100 A: number of male relevant employees paid bonus pay in 12 month period ending with the snapshot date (March 2017) B: Number of male relevant employees C / D X 100 C: number of female relevant employees paid bonus pay in 12 month period ending with the snapshot date (March 2017) D: Number of female relevant employees 4. Proportion of males and females in each quartile All employees listed and sorted by hourly rate of pay List is split into four equal quarters Express the proportion of male and female employees in each quartile as a %.