The gender pay gap (GPG) reporting regulations came into effect in April 2017, and require organisations in England, Scotland and Wales with more than 250 employees to calculate and publish the pay gap between male and female employees on an annual basis. The regulations apply to both private and public sector employers.
The gender pay gap is calculated by taking all employees in an organisation and comparing the average pay between men and women. By contrast, equal pay looks at the difference in men and women’s pay for the same or similar work. Gender pay gap calculations are based on employer payroll data drawn from a specific date each year, called the ‘snapshot’ date.
The snapshot date each year is 31 March for most public authority employers. These employers must report and publish their gender pay gap information by 30th March of the following year.
The requirements of the legislation are that employers must 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
Fostering and supporting a diverse and inclusive workforce is at the forefront of our Trust’s plans to be a great place to work and enable ongoing delivery of excellent patient care. With this in mind for the first year, we have included ethnicity and disability in our gender pay gap report.
Our organisation is 85% female and our results show that like the majority of other NHS organisations we continue to have a gender pay gap.
As a Trust, we remain committed and driven to supporting women with their career progression within the organisation.
Justine Steele
Executive Director of People and organisational development (OD)
Lisa Robinson
Equality, Diversity and Inclusion Coordinator
Gender pay gap report
This report includes the statutory requirements of gender pay gap legislation and includes information about the North Cumbria Integrated Care NHS Foundation Trust’s commitment to closing this gap. The snapshot data of this report is 31 March 2023.
This report includes for the first time, gender pay gap reporting information for ethnicity and disability.
Our workforce profile
| Staff group | Female | Male |
|---|---|---|
| All staff | 85% | 15% |
| Medical and dental | 38% | 62% |
| Nursing and midwifery | 96% | 4% |
| Scientific and technical | 80% | 20% |
| Estates and ancillary | 65% | 35% |
| Healthcare scientists | 68% | 32% |
| Additional clinical services | 93% | 7% |
| Allied health professionals | 81% | 19% |
| Administrative and clerical | 84% | 16% |
Gender pay gap calculations
Gender pay gap as a mean (average)
In 2023, the gender pay gap, when expressed as a mean (average), shows that female staff earn £6.39 less than male staff. This equates to a 27% pay gap. This is an improvement on our 2022 gender pay gap mean (average) of £6.46, which equates to 28% pay gap.
| Female | Male | Difference from previous year | |
|---|---|---|---|
| Mean (Average) hourly rate | £17.27 | £23.66 | 1% higher |
Gender pay gap as a median average
In 2023, the gender pay gap, when expressed as a median average, shows that female staff earn £2.84 less than male staff. This equates to a 16% pay gap. This is a decline on our 2022 gender pay gap median (average) of £2.54, which equates to 15% pay gap.
| Female | Male | Difference from previous year | |
|---|---|---|---|
| Median (Average) hourly rate | £15.11 | £17.95 | 1% lower |
Bonus gender pay gap as a mean (average)
The gender bonus pay gap, when expressed as a mean (average), shows that female staff earn 33% less than male staff. This equates to a difference of £3,188.84 per annum. There is no change from the 2022 data.
Gender pay gap as a median
In 2023, the bonus pay as a median was £3,794.00 for males and females, resulting in there being no pay gap when presented as a median.
Gender pay gap by quartiles
Rates of pay are placed into four equal sections (quartiles) and shows the percentage of males and females in each quartile.
The below shows the percentage of employees by gender with Quartile 1 being Low and Quartile 4 being High for 2023.
| Quartile | Female | Male |
|---|---|---|
| Quartile 1 | 86% | 14% |
| Quartile 2 | 87% | 13% |
| Quartile 3 | 89% | 11% |
| Quartile 4 | 74% | 26% |
Pay gap by ethnicity and disability
Fostering and supporting a diverse and inclusive workforce is at the forefront of our Trust’s plans to be a great place to work and enable ongoing delivery of excellent patient care.
With this in mind for the first year, we have included ethnicity and disability in our pay gap report.
Ethnicity pay gap data has been analysed and shows that BME staff earn £5.57 more than White staff, which equates to 24%.
Analysis of our disability pay gap data shows that non-disabled (including not declared) staff earn £1.84 more than Disabled staff, which equates to 10%.
Please note; the ethnicity data has been compared white to BME. The numbers counted will look different to the other reports, as we have excluded all those with an ethnicity ‘not stated’.
Pay gap by ethnicity
| Ethnicity | Average hourly rate | Median hourly rate |
|---|---|---|
| BME | £23.19 | £17.58 |
| White | £17.62 | £14.92 |
| Difference | £5.57 | £2.66 |
| Pay gap (%) | 24.01% | 15.13% |
Pay gap by disability
| Disability | Average hourly rate | Median hourly rate |
|---|---|---|
| No disability / not declared | £18.36 | £15.59 |
| Disability (Yes) | £16.52 | £14.14 |
| Difference | £1.84 | £1.45 |
| Pay gap (%) | 10.02% | 9.3008% |
Closing the gender pay gap
We are committed to taking forward the following actions to help close the gender pay gap, which links to the People Promise and NHS England EDI Improvement Plan Six High Impact Actions.
Our Trust Equality, Diversity & Inclusion Action Plan incorporates all statutory reporting outcomes such as Workforce Race Equality Standard (WRES), Workforce Disability Equality Standard (WDES), Gender Pay Gap and National Staff Survey results. This ensures that intersectionality is taken into consideration across all areas of work and improvements.
- We are flexible - Ongoing continuous improvement of NCIC with the Flexible Working Policy being reviewed and finalised. Piloting of self-rostering is taking place in one clinical area, this will be reviewed and benefits realised will be highlighted and celebrated.
- We are one team – Inclusive recruitment training package has been developed and delivered to Trust Board and is now part of the Recruitment and Selection training offer for all recruiting managers. Further development ongoing to make this an e-learning package. Workplace Adjustment Guide and Passport have been developed and launched to support our workforce.
- We are always learning – Career conversations rollout is being planned following a successful pilot with Overseas Educated Nurse’s (OEN’s) and Midwifery and AHP staff. This will support our staff to progress their career journey with NCIC and improve retention.
- We are safe and healthy – Further work is ongoing to raise awareness and offer support including training opportunities on menopause. This is in order to support our female colleagues to want to stay working healthier for longer at NCIC.
- We have a voice that counts – Engaging, listening and acting on the voices of all women via the Staff Networks, National Staff Survey and Quarterly Staff Survey.