All UK employers have a legal requirement to publish their gender pay data annually.
The gender pay gap calculation is based on the average hourly rate paid to men and women. It makes use of two types of averages – a mean average, and a median average. The mean is the average hourly rate, and the median is the mid-point hourly rate for men and for women in the workforce. The mean figure is the figure most commonly used.
The report for Barnsley Hospital NHS Foundation Trust reviews the latest data set, which covers the 12 month period ending 31 March 2021.
We welcome this report and the findings.The data has given us the opportunity to understand what else we can do to further reduce our gender pay gap. Ultimately, our aim is to ensure men and women have equal opportunities in the workforce at all levels.
Our overall results
Overall, across our entire workforce our mean gender pay gap is 36%. This means that the average hourly pay rate for men is 36% higher than for women. This rate has decreased from 39% at the last reporting period ending 31 March 2020.
Our overall median gender pay gap is 27% – this means that the mid-point hourly rate for men is 27% higher than for women.
However, this overall figure represents the combined data for our Medical and Dental staff group and all other staff groups.
A further analysis of the figures show:
- For Medical and Dental staff, the mean gender pay gap is 17%
- For all other staff who are not medical or dental (which is our largest workforce group), the mean gender pay gap is 9%.
Our proportion of male and female staff should be taken into account when looking at our gender pay gap, as should the age range of our male and female workforce, as members of staff who have enjoyed long careers in the NHS can often be higher up the pay point scales than those who are just starting their careers.
In Barnsley, whilst we have a higher proportion of female staff in our workforce, we also have a significant proportion of our male workforce who are now at the point in their careers where they are senior medical staff, and therefore are higher up the pay grades than some more junior members of staff. This is reflected in our overall gender pay gap and, as a trust, we recognise that this is a generational and societal issue.
We know that an increasing number of women are choosing medicine as a career, and our figures this year show that we have the same percentage of female junior doctors as male.
Over the last 6 years, we have seen an increase in the number of female consultants working at the Trust and as a result, our consultant profile gender gap is reducing – please see the report for more details.
The difference between Gender Pay and Equal Pay
It is important to be clear about the difference between gender pay and equal pay. The solutions to equal pay and gender pay are different. Closing the gender pay gap is a broader societal as well as organisational issue. Equal pay is specific to men and women doing comparable roles for different pay.
Though we have a gender pay gap due to our disproportionate representation of men and women within the workforce (as reflected across the NHS), we are confident that we pay equally and fairly in accordance with the nationally recognised Agenda for Change and Medical & Dental pay structures and our locally recognised Senior Manager and Director pay structures.
Actions taken this year to reduce our gender pay gap and our future intentions
As a trust we are committed to supporting the career progression and ensuring equal opportunities for women and men within our workforce. Our talent management and leadership development programmes are designed to nurture our future leaders regardless of their gender.
We have a range of family friendly policies, supporting childcare, flexible working, fair rostering and leave provision. We have published a number of toolkits to help managers in applying these policies for our staff and have held a series of policy training sessions for managers. We intend to increase and showcase the flexible working arrangements in the Trust to create a flexible working culture.
Work has commenced to raise awareness and increase recognition of staff who are carers. We have reviewed our carers leave policy and provision, and plan to set up a peer support group for our working carers to identify and help address the issues they face, leading to improved engagement and retention.