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 2020.
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
This calculation is based on the average hourly rate of 2,898 female staff compared to 601 male staff (2020) and 2,903 female staff compared to 609 male staff (2019).
This calculation is based on the average hourly rate of 2,898 female staff compared to 601 male staff (2020) 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 2019 | 16.83 | 14.59 | 2.24 | 13.30 |
| Average hourly rate 2020 | 17.17 | 15.03 | 2.14 | 12.47 |
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Median hourly rate 2019 | 13.79 | 12.66 | 1.12 | 8.17 |
| Median hourly rate 2020 | 13.99 | 13.04 | 0.94 | 6.77 |
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 | 13.3 | 8.2 |
| Sheffield Health and Social Care NHS FT | 1000 to 4999 | 12.6 | 7.6 |
| Barnsley Hospital NHS FT | 1000 to 4999 | 37 | 23 |
| South West Yorkshire Partnership NHS FT | Not submitted | Not submitted | Not submitted |
| Rotherham NHS FT | 1000 to 4999 | 27.8 | 17.6 |
| Sheffield Teaching Hospitals NHS FT | 5000 to 19,999 | 21.7 | 10.4 |
| Northern Lincolnshire and Goole NHS FT | 5000 to 19,999 | 34.1 | 27.1 |
| Doncaster Bassetlaw Hospitals NHS Trust | 5000 to 19,999 | 36.2 | 26.7 |
Please note that this is 2019 data as 2020 data will not be available until March 2021 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.
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Mean bonus pay 2019 | 9,739 | 5,475 | 4,264 | 43.78 |
| Mean bonus pay 2020 | 14,016 | 9,201 | 4,814 | 34.35 |
| Year | Male | Female | Difference | Pay gap % |
|---|---|---|---|---|
| Median bonus pay 2019 | 4,649 | 4,688 | -38 | -0.83 |
| Median bonus pay 2020 | 9,048 | 7,489 | 1,558 | 17.22 |
Proportion of staff receiving bonus pay
| 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%
|
| Gender | Number of staff receiving bonus pay | Total number of staff in trust (April 2019 to March 2020) | Percentage |
|---|---|---|---|
| Male | 8 | 647 | 1.24% |
| Female | 6 | 3150 | 0.19% |
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 | 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 |
| Group | Lower | Lower middle | Upper middle | Upper | Trust total |
|---|---|---|---|---|---|
| Male | 113 | 167 | 133 | 188 | 601 |
| Female | 690 | 778 | 734 | 696 | 2898 |
| Total | 803 | 945 | 867 | 884 | 3499 |
| % Male | 14.07 | 17.67 | 15.34 | 21.27 | 17.17 |
| % Female | 85.93 | 82.33 | 84.66 | 78.73 | 83.83 |
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 2020 the trust had 48 medical consultants of which 48% were female, this is an increase since 2019 (46%). Within the upper quartile for all medical staff there are 9 male consultants and 8 female consultants in 2020 compared to 10 male consultants and 6 female consultants in 2019
Non-medical staff in the upper quartile in bands 8a to 9 are 77% female. However there is still a pay gap of 5%.
| Role | Male | Female | Pay gap % |
|---|---|---|---|
| Nursing | 19.10 | 18.33 | 4.0 |
| AHP | 19.06 | 18.40 | -3.5 |
| Professional, scientific and technical | 22.19 | 20.01 | 9.8 |
| Admin | 20.01 | 20.67 | -3.2 |
Top 10 highest hourly pay rates
| Staff Group | Male | Female |
|---|---|---|
| Medical Staff | 4 | 6 |
| Non-Medical Staff | 5 | 5 |
| All Staff | 3 | 7 |
| Staff group | Male | Female |
|---|---|---|
| Medical staff | 6 | 4 |
| Non-medical staff | 5 | 5 |
| All staff | 5 | 5 |
Conclusion
Comparing our 2019 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 through 2019 and 2020.
Document control
- Author: Lisa Earnshaw.
- Role: Head of workforce information and transactional services.
- Date: February 2021.
Page last reviewed: May 01, 2024
Next review due: May 01, 2025
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