The current data shows we have made improvements in relation to 4 of the 5 of the indicators during 2019-20: There were previously 9 indicators, however NHS England have changed the requirements this year, meaning that data on previous indicators 5 to 8 are no longer being collected. The final report is due for publication in Spring 2021. We have submitted our Workforce Race Equality Standard (WRES) alongside other participating NHS arm's-length bodies. It is also useful to note that currently non-disclosure rates are higher within the more senior pay bands. Notably, the proportion of staff declaring a disability and in receipt of additional pay such as RRP and London weighting and on-call is much lower than that for women and BAME ethnicities, which is why this does not factor as a significant impact. The disability pay gap is impacted most significantly by basic pay. Both gaps have increased since 2017 but have levelled off this year. Our mean disability pay gap is 7.9% and the median pay gap is 5.5%. The higher proportion of BAME staff being based in London is reflected in the positive effect the London weighting has on the overall pay gap. The ethnicity pay gap is impacted most significantly by levels of basic pay and the differences in senior representation, followed by allocation of RRP and distribution of on call pay. The median pay gap is 8.0%, having risen since 2017 but remaining static this year. Our mean ethnicity pay gap is 7.7%, showing a decrease since 2017. Overall, the gender pay gap continues to be impacted most significantly by levels of basic pay and the differences in senior representation, followed by allocation of RRP and distribution of on call pay. This suggests that there has been more change at the top and bottom of the grade structure and less movement in the middle. However, the median pay gap, currently 13.9%, has remained more static. Our mean gender pay gap, currently 10.5%, has decreased by an average of 2 percentage points since 2017. The gender pay gap continues to be impacted by levels of basic pay and the differences in senior representation, followed by allocation of a Recruitment and Retention Premium (RRP) and distribution of on call pay. the median pay gap, currently 13.9% has remained more static.our mean gender pay gap, currently 10.5%, has decreased by an average of 2 percentage points since 2017.Gender pay gap TrendsĪnalysis of the data suggests that there has been more change at the top and bottom of the grade structure and less movement in the middle: However, where we have the freedom to do so within our internal reporting, we will adopt the new terminology. Gender pay gap is the common term used in the media, so for now we will use that recognised term externally. In adopting this language, we hope to encourage a culture in which those with non-binary genders feel included and valued. We are exploring other ways in which we might reflect those with non-binary gender identities, but we currently have some limitations in doing this in our Employee Records System (ESR). This is in recognition that many do not feel that the terms male and female should be applied in a binary way to gender. As previously committed, for the first time this year we are reporting on our pay gaps in 3 categories, gender, ethnicity and disability ( annex 2).įollowing consultation with the women’s network and the LGBTQ+ network, we have taken the decision, in the first instance internally, to use the term ‘sex pay gap’ instead of ‘gender pay gap’.
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