In this section
Pay gaps
All employers with more than 250 staff are required to publish information about their gender pay gap.
The gender pay gap describes the difference between the average earnings of all the women in an organisation compared to the average earnings of all the men in that organisation. This is not the same as equal pay, which is about ensuring men and women doing the same or comparable jobs are paid the same.
We are required to publish the following:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure
Starting in 2024, we will report on an ethnic pay gap and a disability pay gap. These pay gaps examine the pay inequalities between white/ non-disabled staff vs BME/ disabled staff. The reports will fall in line with metrics similar to those found in the gender pay gap.
In our organisation, the only bonuses that are awarded are to medical and dental staff through the Clinical Excellence Awards.
Published data
View the Trust's gender pay information reported on the Government website.
Pay gaps reports
Gender pay gap reports
NHS Equality, Diversity and Inclusion Improvement Plan
The improvement plan sets out targeted actions to address the prejudice and discrimination – direct and indirect – that exists through behaviour, policies, practices and cultures against certain groups and individuals across the NHS workforce.
It has been co-produced through engagement with staff networks and senior leaders.
The plan:
- Sets out why equality, diversity and inclusion are key foundations for creating a caring, efficient, productive and safe NHS
- Explains the actions required to make the changes that NHS staff and patients expect and deserve, and who is accountable and responsible for their delivery
- Describes how NHS England will support implementation
- Provides a framework for integrated care boards to produce their own local plans.
The plan prioritises six high-impact actions to address the widely known intersectional impacts of discrimination and bias. High-impact action 3 focuses on eliminating pay gaps. As an inclusive employer, the NHS should take steps to address gender, ethnicity and disability pay gaps.
NHS organisations are to complete the following actions:
- Implement the Mend the Gap review recommendations for medical staff and develop a plan to apply those recommendations to senior non-medical workforce (by March 2024).
- Analyse data to understand pay gaps by protected characteristic and put in place an improvement plan. This will be tracked and monitored by NHS boards. Reflecting the maturity of current data sets, plans should be in place for sex and race by 2024, disability by 2025 and other protected characteristics by 2026
- Implement an effective flexible working policy, including advertising flexible working options on organisations’ recruitment campaigns. (March 2024)
