NHS Dumfries and Galloway Equal Pay Statement 2013

Transcription

1 NHS Dumfries and Galloway Equal Pay Statement 2013 This statement has been agreed in partnership and will be reviewed on a regular basis by the NHS Dumfries and Galloway Area Partnership Forum and the Staff Governance Committee. NHS Dumfries and Galloway is committed to the principles of equality of opportunity in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value, regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation. NHS Dumfries and Galloway understand that the right to equal pay between women and men is a legal right under both domestic and European Law. In addition, the Equality Act 2010 (Specific Duties) (Scotland) Regulations require NHS Dumfries and Galloway to take the following steps: Publish gender pay gap information by 30 April 2013 Publish a statement on equal pay between men and women by 30 April 2013, and to include the protected characteristics of race and disability in the second and subsequent statements from 2017 onwards. It is good practice and reflects the values of NHS Dumfries and Galloway that pay is awarded fairly and equitably.

2 NHS Dumfries and Galloway recognises that in order to achieve equal pay for employees doing the same or broadly similar work, work rated as equivalent, or work of equal value, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias. In line with the General Duty of the Equality Act 2010, our objectives are to: Eliminate unfair, unjust or unlawful practices and other discrimination that impact on pay equality Promote equality of opportunity and the principles of equal pay throughout the workforce. Promote good relations between people sharing different protected characteristics in the implementation of equal pay We will: Review this policy, statement and action points with trade unions and professional organisations as appropriate, every 2 years and provide a formal report within 4 years; Inform employees as to how pay practices work and how their own pay is determined; Provide training and guidance for managers and for those involved in making decisions about pay and benefits and grading decisions; Examine our existing and future pay practices for all our employees, including part-time workers, those on fixed term contracts or contracts of unspecified duration, and those on pregnancy, maternity or other authorised leave;

3 Undertake regular monitoring of the impact of our practices in line with the requirements of the Equality Act 2010; Consider, and where appropriate, undertake a planned programme of equal pay reviews in line with guidance to be developed in partnership with the workforce. Responsibility for implementing this policy is held by the NHS Dumfries and Galloway Chief Executive. If a member of staff wishes to raise a concern at a formal level within NHS Dumfries and Galloway relating to equal pay, the Grievance Procedure is available for their use.

4 Analysis of Equal Pay in NHS Dumfries and Galloway The tables below show pay differences between male and female staff in each job family, for Senior Managers and for Agenda for Change staff. The tables show: pay for female staff pay for male staff The number of staff members from each gender The figures are divided into three categories: medical and dental staff, senior managers and Agenda for Change staff. Table 1 shows the overall gender pay gap for the whole organisation. As of 22 January 2013, Men employed by NHS Dumfries and Galloway were paid on average 1.83 per hour, or 6% more than women. Table 2 shows the pay differential for medical staff and dentists by job family. There is a significant pay gap of 22.58, or 88% in favour of women within the Locum Appointment Service. There is also a significant pay gap of 20.38, or 45%, in favour of men within the Salaried GP Service. Overall, the pay gap within this section is 10%. Table 3 shows the pay differential for senior managers by pay band. Within Executive Manager Grade D, there is a pay gap of 9.03, or 21%, in favour of men. It is difficult to draw any further conclusions from this table. With the exception of Grade D and Grade B, there are not both male staff and female staff employed at any of the other grades; therefore we cannot make any comparisons.

5 Table 4 shows the pay differential for Agenda for Change (AFC) staff who make up the largest portion of the NHS Dumfries and Galloway workforce. The majority of AFC staff are women (88%) but on average, men within this category earn 0.79 more than women. Within Support services (which includes domestics, porters, drivers and store men) there is a significant pay gap, with men earning on average 35% more than women. This may be attributed to the higher proportion of men in craft and trade roles, particularly at Band 7. Overall, the pay gap within this section is 4%.

6 Table 1 Organisation % Medical Staff % % % Senior Managers % % % Agenda for Change Staff % % % s % % %

7 Table 2 as % of Medical and Dental as % of % of Basic Medical Grade Associate Specialist 15 13% % % Clinical Director <5 * <5 * % < Consultant 25 21% % % Dental Officer <5 * * * * * * <5 * Foundation Year % % % Foundation Year 2 8 7% % % General Practice Specialty Training 7 6% % % Hospital Practitioner * * * <5 * * * <5 * Locum Appointment Service <5 * % % * Locum Appointment Training <5 * <5 * % * Medical Director * * * <5 * * * <5 * Other <5 * % % * Part time Medical Practitioner Para 94 app. [clin ass] 8 7% % % Salaried GDP 6 5% <5 * % * Salaried GP <5 * % % * Senior Dental Officer <5 * <5 * % * Senior House Officer <5 * * * * * * <5 * Specialist Registrar 7 6% % % Specialty Doctor 15 13% % % Specialty Registrar <5 * <5 * % * Staff Grade * * * <5 * * * <5 * s % % %

8 Table 3 as % of Senior Managers as % of % of Basic SENIOR MANAGERS EXECUTIVE MANAGER GRADE B <5 * * * * * * <5 * EXECUTIVE MANAGER GRADE C * * * <5 * * * < EXECUTIVE MANAGER GRADE D <5 * <5 * % < EXECUTIVE MANAGER GRADE E <5 * * * * * * <5 * EXECUTIVE MANAGER GRADE F * * * <5 * * * <5 * SENIOR MANAGER GRADE A * * * <5 * * * <5 * SENIOR MANAGER GRADE B <5 * <5 * % < Grand 8 100% % %

9 Table 4 Agenda for Change Job Families % of Basic Job Family AFC Band ADMINISTRATIVE SERVICES Band % % % Band % % % Band % % % Band % % % Band % % % Band % % % Band 8A 14 2% <5 * % * Band 8B <5 * * * * * * * * Band 8D <5 * <5 * % < Band 9 * * * <5 * * * <5 * ADMINISTRATIVE SERVICES % % % ALLIED HEALTH PROFESSION Band 2 <5 * 8.53 * * * * * <5 * Band % 9.51 <5 * % * 9.14 Band % * * * * * 10 * Band % <5 * % * Band % % % Band % % % Band 8A 14 5% <5 * % * Band 8B <5 * <5 * % * Band 8C <5 * * * * * * * * ALLIED HEALTH PROFESSION % % %

10 Table 4 Continued % of Basic Job Family AFC Band HEALTHCARE SCIENCES Band % 9.31 <5 * % * 5.69 Band 4 <5 * * * * * * <5 * Band 5 <5 * <5 * % * Band % % % Band % % % Band 8A <5 * <5 * % < Band 8B <5 * <5 * % < Band 8C <5 * * * * * * <5 * HEALTHCARE SCIENCES % % % MEDICAL AND DENTAL SUPPORT Band % * * * * * 34 * Band % <5 * % * Band 6 <5 * * * * * * <5 * Band 7 <5 * * * * * <5 * Band 8A * * * <5 * * * <5 * Band 8B <5 * * * * * <5 * MEDICAL AND DENTAL SUPPORT % <5 100% % * NURSING/MIDWIFERY Band % % % Band % % % Band % <5 * % * 10.50

11 Band % % % Band % % % Band % % % Band 8A 22 1% % % Band 8B <5 * <5 * % * Band 8D <5 * * * * * * * * Not AfC/Not Known Band 8 0% * * * * * 8 * NURSING/MIDWIFERY % % % Table 4 Continued % of Basic Job Family AFC Band OTHER THERAPEUTIC Band % 8.39 <5 * % * 8.35 Band 3 <5 * 9.76 * * * * * * * Band % * * * * * 23 * Band % <5 * % * Band % % % Band 7 8 8% * * * * * 8 * Band 8A 17 17% <5 * % * Band 8B 9 9% <5 * % * Band 8C * * * <5 * * * * * Band 8D <5 * <5 * % * 39.02

12 Band 9 * * * <5 * * * <5 * OTHER THERAPEUTIC % % % PERSONAL AND SOCIAL CARE Band 3 <5 * 8.67 <5 * % < Band 4 <5 * 9.82 * * * * * <5 * Band 6 <5 * * * * * * <5 * Band % <5 * % * Band 8A <5 * * * * * * <5 * Band 8D <5 * * * * * * <5 * PERSONAL AND SOCIAL CARE % <5 100% % * Table 4 Continued % of Basic Job Family AFC Band SUPPORT SERVICES Band % % % Band % % % Band % % % Band % % % Band 5 <5 * % % * Band 6 <5 * % % * Band 7 <5 * % % * Band 8A * * * <5 1% * * <5 * Band 8B * * * <5 1% * * <5 * Band 9 * * * <5 1% * * <5 * SUPPORT SERVICES % % %

13