Gender Pay Gap Reporting What is Gender Pay Gap? Gender Pay Gap is - - PowerPoint PPT Presentation

Gender Pay Gap Reporting

What is Gender Pay Gap?

• Gender Pay Gap is the difference between the

aggregate hourly pay for men and women across a whole organisation

• It is NOT the same as equal pay (difference between

pay for men and women carrying out the same or similar jobs)

• Organisations that have a higher level of men in senior

jobs and women in junior roles are more likely to have a gender pay gap

What needs to be published?

Compulsory:

• Difference between the average hourly pay rate for men and

women expressed as a % (mean and median)

• Gender bonus gap (mean and median). Clinical Excellence

Awards all in this category.

• Proportions of men and women receiving a bonus (if applicable)
• Proportions of men and women working at each quartile of the
• rganisation’s pay distribution – lowest to highest pay split into

4 quartiles

• A written statement confirming the calculations are correct

(signed by a Director/Chief Executive), explaining reasons for the gap and our Action Plan

Benefits of getting it right?

• Better financial performance
• Employer of choice = competitive advantage
• Improved employee engagement
• Higher levels of discretionary effort
• Improved employee retention and succession

planning

• Attract and retain talent
• More diverse workforce

Data Assumptions

• Currently the data is before salary sacrifice although guidance is after which

is not logical at face value

• Includes bank only but excludes substantive and bank because pay could be

classed as overtime. NHS Employers state for employees under a contract of employment so may need to exclude these.

• Excluded – career break, honorary, inactive not worked, maternity and

adoption, new starter, no pay, placement students, suspend no pay, any employees not in receipt of full pay eg sick/maternity

• Bonus payments – currently only CEA. Do we need to include R and R as a

bonus?

UHL Data 2019

Gender Pay Gap Mean and Median

• Gender split % - Male

employees at UHL 23.09% Female employees at UHL 76.9%

• Male employees are paid

16.08% higher than women (mean hourly rate)

• Use of median hourly rate

shows lower differential indicating average is skewed by male high earners.

Gender Headcount Sum of Hourly rate Mean Hourly Pay Mean Gender Pay Gap Female 11,755 183,389 15.60 Male 3,531 76,185 21.58 Grand Total 15,286 259,574 16.98 27.69% Gender Median Median Gender Pay Gap Female 14.15 Male 16.17 12.49%

UHL Data 2019

Staff Group

• Highest pay gap is

evident in admin & clerical roles 20.92% and medical and dental at 14.96%

• Mean hourly rate

for women is higher than for men in the following staff groups: AHPs, and Nursing/Midwifery Staff Group Total Heads Mean Hourly Rate Total Heads Mean Hourly Rate Pay Gap Add Prof Scientific and Technic 374.00 17.43 118.00 17.71 1.58% Additional Clinical Services 2,297.00 11.27 359.00 11.43 1.40% Administrative and Clerical 2,433.00 12.55 547.00 15.87 20.92% Allied Health Professionals 543.00 17.55 174.00 17.12

• 2.51%

Estates and Ancillary 1,248.00 10.63 677.00 11.28 5.76% Healthcare Scientists 297.00 19.12 186.00 19.42 1.54% Medical and Dental 766.00 31.66 1,080.00 37.23 14.96% Nursing and Midwifery Registered 3,797.00 17.84 390.00 17.64

• 1.13%

Grand Total 11,755.00 3,531.00 Gender Female Male

UHL Data 2019

Quartiles

There are more males in the Upper Quartile (36.85%) compared to relevant Full Pay Male Employees

• verall (23.10%)

There are more females in the Upper Middle Quartile (83.18%) compared to Relevant Full Pay Female Employees (76.90%)

Gender Lower Lower Middle Upper Middle Upper Total Female 81.92% 79.35% 83.18% 63.15% 76.90% Male 18.08% 20.65% 16.82% 36.85% 23.10% 100.00% 100.00% 100.00% 100.00% 100.00%

% of Male and Female Full Pay Relevant Employees per Pay Quartile

UHL Data 2019

Bonus Payments Currently only including a CEA . Discuss whether to include Recruitment and Retention Bonus – are any received at start of employment. Required to publish % of staff receiving a bonus:

Gender Paid Bonus Total Relevant Employees % Paid Bonus Female 87 12396 0.70% Male 218 3585 6.08% Grand Total 305 15981 1.91%

Percentage of all staff receiving a bonus

Gender Paid Bonus Total Relevant Consultants % Paid Bonus Female 87 249 34.94% Male 218 480 45.42% Grand Total 305 729 41.84%

Percentage of Consultant Staff Receiving a bonus

Bonus Gender Pay Gap

• The Median

Gender Pay Gap is 47.37%

Gender Median Bonus Median Bonus Gender Pay Gap Female 6032.04 Male 11460.84 47.37%

Bonus Median Gender Pay Gap

Understanding Our Pay Gap

• The influence of Staff Group
• 91.85% of male

medical and dental staff are in the upper quartile compared to female (83.16%)

• 28.97% of male

nursing and midwifery staff are in the upper quartile whereas 30.31% of female nursing and midwifery staff are in the upper quartile

Gender Staff Group Lower Lower Middle Upper Middle Upper Female Add Prof Scientific and Technic 1.87% 24.06% 50.27% 23.80% Additional Clinical Services 44.88% 46.45% 8.45% 0.22% Administrative and Clerical 52.12% 28.32% 10.15% 9.41% Allied Health Professionals 0.18% 24.86% 44.57% 30.39% Estates and Ancillary 60.82% 29.17% 9.62% 0.40% Healthcare Scientists 0.34% 18.18% 37.04% 44.44% Medical and Dental 1.17% 2.22% 13.45% 83.16% Nursing and Midwifery Registered 1.45% 16.22% 52.01% 30.31% Female Total 26.64% 25.79% 27.04% 20.53% Male Add Prof Scientific and Technic 3.39% 16.95% 49.15% 30.51% Additional Clinical Services 42.34% 47.08% 9.47% 1.11% Administrative and Clerical 37.84% 23.77% 14.81% 23.58% Allied Health Professionals 0.57% 31.03% 42.53% 25.86% Estates and Ancillary 45.79% 44.17% 8.86% 1.18% Healthcare Scientists 0.54% 15.59% 40.32% 43.55% Medical and Dental 0.83% 1.30% 6.02% 91.85% Nursing and Midwifery Registered 1.79% 18.97% 50.26% 28.97% Male Total 19.57% 22.34% 18.21% 39.88% Grand Total 25.00% 25.00% 25.00% 25.00% Quartile Percentage of relevant full pay employees by gender quartile and staff group

Understanding Our Pay Gap

• The influence of Age
• The female

workforce has much more even splits across each of the quartiles by payband

• The male

workforce has high proportions

• f staff in the

upper quartiles particularly in the 31-50 age categories Gender Age band 1 2 3 4 Grand Total Female <=20 33 22 11 66 21-30 537 824 678 177 2216 31-40 562 587 805 606 2560 41-50 668 619 812 794 2893 51-60 930 714 680 719 3043 61-70 370 249 182 110 911 70+ 31 17 11 7 66 Female Total 3131 3032 3179 2413 11755 Male <=20 9 7 1 17 21-30 164 218 166 174 722 31-40 133 199 167 371 870 41-50 147 138 162 448 895 51-60 156 164 115 308 743 61-70 76 61 32 101 270 70+ 6 2 6 14 Male Total 691 789 643 1408 3531 Grand Total 3822 3821 3822 3821 15286 Quartile Percentage by Age Group by Gender by Quartile

Next Steps

• Further review our data so far, really understanding what it’s

telling us.

• Benchmark against other organisations (NHS when available)
• Engage with Staff Side on results and actions.
• Develop an Action Plan to reduce gap / understand what will

make a difference? i.e. recruitment, starting salary and pay and flexible working strategies