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Gender pay gap report 2022

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 2022.

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 2022. 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 3,166 female staff compared to 614 male staff.

The median rate is calculated by selecting the average hourly rate at the mid-point for each gender group.

Average hourly rate of pay
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
Average hourly rate 2021 17.67 15.64 2.03 11.49
Average hourly rate 2022 18.37 16.12 2.24 12.23
Median hourly rate of pay
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
Median hourly rate 2021 15.14 13.79 1.35 8.89
Median hourly rate 2022 16.13 14.26 1.85 11.52

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 11.5 8.9
Sheffield Health and Social Care NHS FT 1000 to 4999 9.4 8.1
Barnsley Hospital NHS FT 1000 to 4999 36.0 27.0
South West Yorkshire Partnership NHS FT 5000 to 19,999 19.1 13.8
Rotherham NHS FT 1000 to 4999 29.6 21.0
Sheffield Teaching Hospitals NHS FT 5000 to 19,999 21.5 11.0
Northern Lincolnshire and Goole NHS FT 5000 to 19,999 32.4 24.7
Doncaster Bassetlaw Hospitals NHS Trust 5000 to 19,999 34.0 27.0

Please note that this is 2021 data as 2022 data will not be available until March 2023 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.

Average bonus pay (Mean)
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
Mean bonus pay 2021 16,007 8,752 7,254 45.32
Mean bonus pay 2022 14,477 7,137 7,339 50.70
Average bonus pay (Median)
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
Median bonus pay 2021 9,048 9,048 0 0
Median bonus pay 2022 9,048 6,936 2,111 23.33

Proportion of staff receiving bonus pay

Proportion of staff receiving bonus pay 2020
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%
Proportion of staff receiving bonus pay 2021
Gender Number of staff receiving bonus pay Total number of staff in trust (April 2020 to March 2021) Percentage
Male 8 665 1.20%
Female 7 3292 0.21%
Proportion of staff receiving bonus pay 2022
Gender Number of staff receiving bonus pay Total number of staff in trust (April 2021 to March 2022) Percentage
Male 9 674 1.34%
Female 6 3498 0.17%

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).

Quartile analysis of hourly pay rates 2020
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
Quartile analysis of hourly pay rates 2021
Group Lower Lower middle Upper middle Upper Trust total
Male 133 152 124 211 620
Female 775 759 688 798 3020
Total 908 911 812 1009 3780
% Male 14.65 16.68 15.27 20.91 17.03
% Female 85.35 83.32 84.73 79.09 82.96
Quartile analysis of hourly pay rates 2022
Group Lower Lower middle Upper middle Upper Trust total
Male 133 142 121 218 614
Female 790 825 692 859 3166
Total 923 967 813 1077 3640
% Male 14.41 14.68 14.88 20.24 16.87
% Female 85.59 85.32 85.12 79.76 86.97

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 of the medical staff.

Average hourly pay rates by staff group

Average hourly pay rates by staff group 2020
Role Male Female Pay gap %
Nursing 18.82 17.98 4.5
Medical 47.99 46.73 2.6
AHP 18.36 17.84 2.8
Professional, scientific and technical 20.77 17.54 15.6
Admin 16.49 13.24 19.8
Average hourly pay rates by staff group 2021
Role Male Female Pay gap %
Nursing 19.40 18.75 3.3
Medical 50.78 46.06 9.30
AHP 17.85 18.63 -4.3
Professional, scientific and technical 21.79 18.55 14.9
Admin 16.81 13.62 19.0
Average hourly pay rates by staff group 2022
Role Male Female Pay gap %
Nursing 19.83 19.22 3.1
Medical 50.10 46.12 7.47
AHP 17.46 19.16 -9.76
Professional, scientific and technical 22.28 18.72 15.99
Admin 17.54 13.99 20.28

Medical staff

In March 2022 the trust had 48 medical consultants of which 54% were female, this is an increase since 2021 (49%).

Within the upper quartile for all medical staff there are 10 male consultants and 8 female consultants. For medical staffing overall, the trust has a higher number of female non-consultant doctors (11) compared to males (8).

Professional, scientific and technical staff

There are 287 staff within this group, of which only 19% are male however a third of these are in the top quartile.

Admin and clerical staff

There are 824 staff within this group, of which only 17% are male however half of these are in the top quartile, of which 40% are within the IT team.

Top 10 highest hourly pay rates

Top 10 highest hourly pay rates 2020
Staff group Male Female
Medical staff 6 4
Non-medical staff 5 5
All staff 5 5
Top 10 highest hourly pay rates 2021
Staff group Male Female
Medical staff 6 4
Non-medical staff 5 5
All staff 6 4
Top 10 highest hourly pay rates 2022
Staff group Male Female
Medical staff 7 3
Non-medical staff 3 7
All staff 5 5

Non-medical staff in the upper quartile in bands 8a to 9 are 75% female. As at March 2021 the pay gap for these staff was 3.7%, as at March 2022 this has dropped to 0.3%.

Conclusion

The trust has a significantly lower proportion of male staff (16.87%) compared to female staff which has an adverse effect on the gender pay gap percentage, as a larger proportion of male staff are within higher bands which is evident with our admin and clerical staff group.

Comparing our 2021 data, the trust is already starting at a low position compared to other trusts.  There has also been a significant improvement in relation to band 8a to 9 posts, with a reduction from 3.7% to 0.3%. However, the bonus pay has significantly increased in favour of male staff.

As an organisation there is still work to do in several key areas to re-dress the gender pay gap balance:

  • increase representation of males across some of the areas where they are underrepresented like admin and clerical
  • ensure we have sufficient development and flexibility to support the development and career progression for females
  • ensure that we have flexibility of job planning and design alongside agile working to facilitate career progression for individuals whilst managing their own personal demands like childcare and care provision
  • ensure our talent development programme is progressed and developed to link with the challenges around gender pay equality

Document control

  • Author: Lisa Earnshaw.
  • Role: Head of workforce information and transactional services.
  • Date: January 2023.

Page last reviewed: May 01, 2024
Next review due: May 01, 2025

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