Gender Pay Gap Reporting: Snap Shot 2017 data Report

Transcription

1 Gender Pay Gap Reporting: Snap Shot 2017 data Report 1

2 1. Introduction The new gender pay gap obligations have been introduced alongside the existing requirements for specified public bodies, including publishing annual information to demonstrate compliance under the Public Sector Equality Duty (PSED) and publishing equality objectives every four years. Black Country Partnership NHS Foundation Trust has carried out a snap shot data, with a requirement that work is undertaken to narrow any gaps. The Mandatory Gender Pay Gap Reporting proposes that organisations should, for the first mandatory report, capture data as a snapshot on 31 st March 2017 and then publish their findings no later than 4 April This cycle will then continue year on year going forward with organisations being required to maintain the data on their websites for three years in order to show progress made. The Equality and Human Rights Commission defines the difference between equal pay and the gender pay gap as follows: Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act The gender pay gap is a measure of the difference between men s and women s average earnings across an organisation or the labour market. It is expressed as a percentage of men s earnings Salaries at the Trust are determined through a job evaluation scheme called Agenda for Change (AFC). Job evaluation evaluates the job and not the post holder. It makes no reference to gender or any other personal characteristics of existing or potential job holders. Reporting may show, for example, that on average men earn 10% more pay per hour than women, that men earn 5% more in bonuses per year than women, or that the lowest paid quarter of the workforce is mostly female. These results must be published on the employers own website and a government site. This means that the gender pay gap will be publicly available to stakeholders, employees and potential future recruits. As a result, employers should consider taking new or faster actions to reduce or eliminate their gender pay gaps. 2

3 2. What employees count? For the purposes of gender pay reporting, the definition of who counts as an employee is defined in the Equality Act This is known as an extended definition which includes: Employees (those with a contract of employment) Workers and agency workers (those with a contract to do work or provide services) Some self- employed people (where they have to personally perform the work) For the purpose of the gender pay gap reporting, Agency workers will form part of the headcount of the agency that provides them, and not the employer they are on assignment to. 3. The Gender Pay Gap Indicators The legislation required 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 4. Gender pay reporting and gender identity It is important for employers to be sensitive to how an employee chooses to selfidentify in terms of their gender. The regulations do not define the terms male and female and the requirement to report gender pay should not result in employees being singles out and questioned about their gender. 3

4 As a starting point, most employers should be able to base reports on the gender identification the employee has provided, if such records are regularly updated. Where this information is not available or may be unreliable, employers should establish a method which enables all employees to confirm or update their gender. This can be handled early and proactively when informing employees that gender pay reporting is taking place. It can be done by inviting employees to check their recorded gender, and update it if required. 5. Gender Pay Reporting is different to Equal Pay Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help to identify what those issues are. In cases where the employee does not self-identify as either gender, an employer may omit the individual from the calculations. 6. What should be done with the calculations? The results must be published on the Trust s website and the UK government website. Employers have the option to provide a narrative with their calculations. This should generally explain the reasons for the results and give details about actions that are being taken to reduce or eliminate the gender pay gap. The narrative can identify why the results show challenges, successes and plan for longterm results. 7. Results for Black Country Partnership NHS Foundation Trust 31 st March 2017 Snapshot The data below represents the gender pay gap snapshot data for Black Country Partnership NHS Foundation Trust as at the end of March Please not the Trust 4

5 aims to publish data on points 1, 2 and 6 below as points 3, 4 and 5 are not applicable to the Trust. Black Country Partnership NHS Foundation Trust currently has a workforce population of 77% Females and 23% Males, the system allows information to be recorded if an individual does not want to disclose their gender identity, which currently stands at 0% for the Trust. Table 1:- Overall Median Gender Median Hourly Rate Male Female Difference Pay Gap % The table above shows the median hourly rate for a male is compared to for female members of staff as of 31 st March 2017 a pay gap of 3.42% Table 2:- Overall Mean Gender Mean Hourly Rate Male Female Difference Pay Gap % The table above shows the mean hourly rate for a male is compared to for female staff members, this shows on average ay pay gap of 11.41%. The majority of the staff in clinical/non clinical support roles is female, whereas there are more males in senior medical/ senior management roles across the Trust than females. 5

6 Table 3:- Number of staff in each Quartile Quartile Total Female Male Female % Male % % 22.99% 21.06% 27.29% Total % 23.22% The table above shows the gender breakdown by quartile, it indicates that the quartiles 1, 2 and 3 is split at a comparable % to the overall gender split employed by the Trust. There is a slightly higher Male/Female split in quartile 4 but as previously mentioned there are a greater proportion of male staff in the senior positions. Table 4:- Gender pay gap by staff group Staff Group Number of Individuals Male Female Difference Pay Gap % Add Prof Scientific and Technic % Additional Clinical Services % Administrative and Clerical % Allied Health Professionals % Bank Staff Only % Estates and Ancillary % Medical and Dental % Nursing and Midwifery Registered % All Staff % The table above shows the average hourly rate broken down by gender and staff group, it highlights the largest pay gap is in respect of staff within the Admin & Clerical Grouping (12.79%) followed by those staff in the Medical and Dental grouping (5.98%). However the table also highlights that the largest gender pay gap of all is a negative of % in the Allied Health Professionals Grouping 6

7 8. Next Steps This report will be submitted to the Workforce committee and the Equality and Inclusion Board. The report will also be published on the Trust and Government Websites 7