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 organisation’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 Sum of Mean Mean Hourly Hourly Gender • Gender split % - Male Gender Headcount rate Pay Pay Gap employees at UHL 23.09% Female employees at Female 11,755 183,389 15.60 UHL 76.9% 27.69% Male 3,531 76,185 21.58 • Male employees are paid Grand Total 15,286 259,574 16.98 16.08% higher than women (mean hourly rate) • Use of median hourly rate shows lower differential Median Gender Pay indicating average is Gender Median Gap skewed by male high earners. Female 14.15 Male 16.17 12.49%

UHL Data 2019 Staff Group Gender • Highest pay gap is Female Male evident in admin & clerical roles Staff Group Total Heads Mean Hourly Rate Total Heads Mean Hourly Rate Pay Gap 20.92% and Add Prof Scientific and medical and dental Technic 374.00 17.43 118.00 17.71 1.58% at 14.96% Additional Clinical Services 2,297.00 11.27 359.00 11.43 1.40% • Mean hourly rate Administrative and for women is Clerical 2,433.00 12.55 547.00 15.87 20.92% higher than for men in the Allied Health following staff Professionals 543.00 17.55 174.00 17.12 -2.51% groups: AHPs, Estates and Ancillary 1,248.00 10.63 677.00 11.28 5.76% and Healthcare Scientists 297.00 19.12 186.00 19.42 1.54% Nursing/Midwifery 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

UHL Data 2019 Quartiles % of Male and Female Full Pay Relevant Employees per Pay Quartile 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% There are more males in the Upper Quartile (36.85%) compared to relevant Full Pay Male Employees overall (23.10%) There are more females in the Upper Middle Quartile (83.18%) compared to Relevant Full Pay Female Employees (76.90%)

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: Percentage of all staff receiving a bonus Paid Total Relevant Gender Bonus Employees % Paid Bonus Female 87 12396 0.70% Male 218 3585 6.08% Grand Total 305 15981 1.91% Percentage of Consultant Staff Receiving a bonus Paid Total Relevant Gender Bonus Consultants % Paid Bonus Female 87 249 34.94% Male 218 480 45.42% Grand Total 305 729 41.84%

Bonus Gender Pay Gap Bonus Median Gender Pay Gap Median Median Bonus Gender Bonus Gender Pay Gap • The Median Female 6032.04 Gender Pay Gap is 47.37% Male 11460.84 47.37%

Understanding Our Pay Gap • The influence of Staff Group Percentage of relevant full pay employees by gender quartile and staff group Quartile Lower Upper • 91.85% of male Gender Staff Group Lower Middle Middle Upper medical and Female Add Prof Scientific and Technic 1.87% 24.06% 50.27% 23.80% dental staff are in Additional Clinical Services 44.88% 46.45% 8.45% 0.22% the upper quartile Administrative and Clerical 52.12% 28.32% 10.15% 9.41% compared to Allied Health Professionals 0.18% 24.86% 44.57% 30.39% female (83.16%) Estates and Ancillary 60.82% 29.17% 9.62% 0.40% Healthcare Scientists 0.34% 18.18% 37.04% 44.44% • 28.97% of male Medical and Dental 1.17% 2.22% 13.45% 83.16% nursing and Nursing and Midwifery Registered 1.45% 16.22% 52.01% 30.31% midwifery staff Female Total 26.64% 25.79% 27.04% 20.53% are in the upper Male Add Prof Scientific and Technic 3.39% 16.95% 49.15% 30.51% quartile whereas Additional Clinical Services 42.34% 47.08% 9.47% 1.11% 30.31% of female Administrative and Clerical 37.84% 23.77% 14.81% 23.58% nursing and Allied Health Professionals 0.57% 31.03% 42.53% 25.86% midwifery staff Estates and Ancillary 45.79% 44.17% 8.86% 1.18% are in the upper Healthcare Scientists 0.54% 15.59% 40.32% 43.55% quartile 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%

Understanding Our Pay Gap • The influence of Age • The female workforce has much Percentage by Age Group by Gender by Quartile more even Quartile splits across Gender Age band 1 2 3 4 Grand Total each of the Female <=20 33 22 11 66 quartiles by 21-30 537 824 678 177 2216 payband 31-40 562 587 805 606 2560 • The male 41-50 668 619 812 794 2893 workforce 51-60 930 714 680 719 3043 has high 61-70 370 249 182 110 911 proportions 70+ 31 17 11 7 66 of staff in the Female Total 3131 3032 3179 2413 11755 upper Male <=20 9 7 1 17 quartiles 21-30 164 218 166 174 722 particularly 31-40 133 199 167 371 870 in the 31-50 41-50 147 138 162 448 895 age 51-60 156 164 115 308 743 categories 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

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