Gender Pay Gap 2021
Gender Pay Gap Report 2021 The Christie NHS Foundation Trust
March 2022 – V.01
1 - Overview The gender pay gap is an equality measure that shows the difference in average earnings between women and men. The gender pay gap does not show differences in pay for comparable jobs (unequal pay).
It is mandatory for all public sector employers with more than 250 employees to measure and publish their gender pay gap report annually.
2 - Reporting Information This report identifies the gender pay gap for employees who are employed under a contract of employment, a contract of apprenticeship, or a contract personally to do work. This includes those under Agenda for Change terms and conditions, medical staff, and very senior managers.
The information on pay by gender as of 31 March 2021, which related the statutory reporting period. The calculations undertaken to produce this report are:
▪ Calculate the hourly rate of ordinary pay relating to the pay period in which the snapshot falls ▪ Calculate the difference between the mean hourly rate of ordinary pay of female and male employees, and the difference between the median hourly rate of ordinary pay of female and male employees ▪ Calculate the difference between the mean and median bonus pay for female and male employees ▪ Calculate the proportions of male and female employees who were paid bonus pay ▪ Calculate the proportions of male and female employees in the lower, lower middle, upper middle, and upper quartile pay bands by number of employees.
3 - Workforce Profile by Gender In March 2021, the workforce of The Christie is 73.6% female, which equates to 2582 members of staff, and 26.4% male, which equates to 928 members of staff. Figure 1 shows that in Bands 1-8 women are in the majority, whereas men are in the majority in Band 9 and Consultant/Specialist. When we breakdown Band 8 (Figure 2) we can see that men are in the majority for Non-Review Body Bands and Review Body Bands 8c and 8d.
Figure 1: Workforce Pay Banding by Gender
Figure 2: Pay Band 8 by Gender
4 - Pay Quartiles by Gender Figure 3 shows that the highest proportions of male staff members at The Christie are in the upper quartile (36.80% of people in this quartile are men). Over 70% of staff in the Lower, Lower Middle, and Upper Middle quartiles are female.
Figure 3: Pay Quartile by Gender
5 - Gender Pay Gap: Mean and Median Average The mean gender pay gap between has increased from 17.24% in 2020 to 17.47% in 2021, after several years of the gap decreasing (2018-2020). The median gender pay gap is 5.46% for 2021 compared with 4.8% for 2020.
Gender Pay Gap: Mean Average
Pay Gap (%)
Gender Pay Gap: Median Average
Pay Gap (%)
6 - Gender Pay Gap: Bonus Pay Profile As an NHS provider organisation, the only pay elements that fall within the bonus pay criteria are Clinical Excellence Awards. Clinical Excellence Awards (CEAs) recognise and reward NHS consultants and specialty doctors who perform over and above the standard expectations of their role. Awards are given for quality and excellence, acknowledging exceptional personal contributions.
0.54% of relevant female employees received a bonus compared to 3.56% of male employees.
Bonus Pay: Mean Average
Pay Gap (%)
Bonus Pay: Median Average
Pay Gap (%)
7 - Conclusions and Next Steps The average (mean) hourly pay difference between women and men has increased from the 2020 slightly by 8 pence per hour. This is 5 pence less than the gap in 2019. A much larger increase in the gap is visible in the median pay difference, increasing by 50 pence. In bonus pay, we see a reduction in mean percentage pay gap, with the 2021 percentage gap being 2.88% lower than the 2020 gap. However, there has been a large increase in the median pay gap, which is 10.21% higher in 2021 than in 2020. An action plan to address the findings of this year’s gender pay gap report will be produced and signed off at the Equality, Diversity, and Inclusion Programme Board. The action plan will be focused on: • Reviewing further data and identifying relevant actions from: o The mean and median average salary “step point” offer for new starters to the NHS joining the organisation within each salary band for women and men. o The length of time men and women are in a position before they leave their position. • Reviewing how Christie Behaviours are embedded in pay-related recognition and promotion, to recognise all staff adding value through work activities that are often invisible or not otherwise financially recognised, such as: o Promotion processes o Internal interview processes o Bonus awards
If you have questions about this report, please email firstname.lastname@example.org.
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