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 2019.
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 2019. 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 2,936 female staff compared to 624 male staff (2018) and 2,903 female staff compared to 609 male staff (2019).
The median rate is calculated by selecting the average hourly rate at the mid-point for each gender group.
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Average hourly rate 2018 | 16.14 | 13.86 | 2.27 | 14.11 |
| Average hourly rate 2019 | 16.83 | 14.59 | 2.24 | 13.30 |
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Median hourly rate 2018 | 13.49 | 12.17 | 1.32 | 9.78 |
| Median hourly rate 2019 | 13.79 | 12.66 | 1.12 | 8.17 |
Trust comparison
The following table provides benchmarking data to highlight RDaSH’s position in relation to other local trusts.
| Employer | Employer size | % Difference in hourly rate (mean) | % Difference in hourly rate (median) |
|---|---|---|---|
| Rotherham Doncaster and South Humber NHS FT | 1000 to 4999 | 14.1 | 9.8 |
| Sheffield Health and Social Care NHS FT | 1000 to 4999 | 11.8 | 10 |
| Barnsley Hospital NHS FT | 1000 to 4999 | 37.5 | 22.2 |
| Rotherham NHS FT | 1000 to 4999 | 24.7 | 10.6 |
| Northern Lincolnshire and Goole NHS FT | 5000 to 19,999 | 34.9 | 27.7 |
| Doncaster Bassetlaw Hospitals NHS Trust | 5000 to 19,999 | 37.2 | 25.7 |
Please note that this is 2018 data as 2019 data will not be available until March 2020 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.
It should be noted that the large increase in variation is due to a national award being received for a male staff member.
The percentage variance for the median shows that whilst there are a low number of females in this category the median bonus pay is higher in both years.
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Mean bonus pay 2018 | 11,105 | 10,801 | 304 | 2.73 |
| Mean bonus pay 2019 | 9,739 | 5,475 | 4,264 | 43.78 |
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Median bonus pay 2018 | 3,013 | 10,801 | -7,788 | -258 |
| Median bonus pay 2019 | 4,649 | 4,688 | -38 | -0.83 |
Proportion of staff receiving bonus pay
| Gender | Number of staff receiving bonus pay | Total number of staff in trust (April 2017 to March 2018) | Percentage |
|---|---|---|---|
| Male | 9 | 678 | 1.33% |
| Female | 2 | 3,257 | 0.06% |
| Gender | Number of staff receiving bonus pay | Total number of staff in trust (April 2018 to March 2019) | Percentage |
|---|---|---|---|
| Male | 8 | 719 | 1.11% |
| Female | 6 | 3301 |
0.18%
|
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).
| Group | Lower | Lower middle | Upper middle | Upper | Trust total |
|---|---|---|---|---|---|
| Male | 123 | 154 | 144 | 203 | 667 |
| Female | 764 | 737 | 735 | 700 | 3,049 |
| Total | 927 | 930 | 930 | 929 | 3,716 |
| % Male | 13.87 | 17.28 | 16.38 | 22.57 | 17.95 |
| % Female | 86.13 | 82.72 | 83.62 | 77.52 | 82.05 |
| Group | Lower | Lower middle | Upper middle | Upper | Trust total |
|---|---|---|---|---|---|
| Male | 104 | 176 | 136 | 193 | 609 |
| Female | 694 | 780 | 743 | 686 | 2,903 |
| Total | 798 | 956 | 879 | 879 | 3,512 |
| % Male | 13.03 | 18.41 | 15.47 | 21.96 | 17.34 |
| % Female | 86.97 | 81.59 | 84.53 | 78.04 | 82.65 |
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 the medical staff. In March 2019 the trust had 48 medical consultants of which 46% were female, this is a significant increase since 2018 (35%). However there are still 10 male consultants compared to 7 female consultants in the upper quartile for medical staff
Non-medical staff in the upper quartile in bands 8a to 9 are 80% female. However there is still a pay gap of 6%.
Further analysis of staff groups show that in the upper middle and upper quartiles there is a 20% pay gap for admin and clerical staff. One of the main contributors to this is the high numbers of male staff within the IT department (74%) within these quartiles
Top 10 highest hourly pay rates
| Staff Group | Male | Female |
|---|---|---|
| Medical Staff | 9 | 1 |
| Non-Medical Staff | 5 | 5 |
| All Staff | 7 | 3 |
| Staff group | Male | Female |
|---|---|---|
| Medical staff | 4 | 6 |
| Non-medical staff | 5 | 5 |
| All staff | 3 | 7 |
Conclusion
Comparing our 2018 data, the trust is already starting at a low position compared to other trusts and has improved on the previous year. It should be noted that in the trust 2018 gender pay gap report, the trust stated that it would take steps to increase the number of female consultant medical staff and this has been successfully actioned. There has also been an increase in the number of female staff receiving a bonus.
Next steps
- Add this as an objective in the trust public sector equality duty document, particularly in relation to communication and education in relation to recruitment around certain services, for example, IT.
- Analyse the information provided by the trust staff survey report in relation to responses from female staff.
Document control
- Author: Lisa Earnshaw.
- Role: Head of workforce information and transactional services.
- Date: December 2019.
Page last reviewed: May 01, 2024
Next review due: May 01, 2025
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