Leicestershire Partnership NHS Trust: Gender Pay Gap Report

Transcription

1 Leicestershire Partnership NHS Trust: Gender Pay Gap Reprt 31 st March 2017 Backgrund t the gender pay gap analyses The Gender Pay Gap Regulatins (a 2017 update t the Equality Act 2010) intrduced a requirement fr listed public authrities and private sectr rganisatins with 250 r mre emplyees t publish infrmatin relating t the difference between the pay f female and male emplyees: the difference between the mean hurly rate f pay f male full-pay relevant emplyees and that f female full-pay relevant emplyees; the difference between the median hurly rate f pay f male full-pay relevant emplyees and that f female full-pay relevant emplyees; the difference between the mean bnus pay paid t male relevant emplyees and that paid t female relevant emplyees; the difference between the median bnus pay paid t male relevant emplyees and that paid t female relevant emplyees; the prprtins f male and female relevant emplyees wh were paid bnus pay; and the prprtins f male and female full-pay relevant emplyees in the lwer, lwer middle, upper middle and upper quartile pay bands. (A relevant emplyee means a persn wh is emplyed n the snapsht date; whilst a fullpay relevant emplyee means a relevant emplyee wh is nt, during the relevant pay perid, being paid at a reduced rate r nil as a result f the emplyee being n leave.) Leicestershire Partnership NHS Trust s wrkfrce Leicestershire Partnership NHS Trust (LPT) prvides mental health, learning disability, and cmmunity health services t the ppulatin f Leicester, Leicestershire, and Rutland (mid-year ppulatin estimate at June 2016: 1,069,906). At the end f March 2017, LPT had a wrkfrce f 6835 relevant emplyees (81.6% female, 18.4% male) f which 5755 were full-pay relevant emplyees (als 81.6% female, 18.4% male). LPT s wrkfrce (full-pay relevant emplyees) encmpassed a variety f jb rles: Additinal Clinical Services (25.9%), Additinal Prfessinal Scientific and Technical / Healthcare Scientists (2.8%), Administrative and Clerical / Estates and Ancillary (24.5%), Allied Health Prfessinals (10.2%), Medical (3.6%), Registered Nurses (33.0%); with men verrepresented in Administrative and Medical rles (23.4% male and 50.2% male, respectively). Nearly half f the wrkfrce wrked part time (47.5%), with wmen mre likely t wrk part time than men (52.5% vs 25.4%). 1

2 Medical Agenda fr Change Pay Band / Brad Medical Grade Clinical Nn-Clinical The levels f pay fr jbs within the NHS are set accrding t a natinal agreement called the Agenda fr Change (which applies t all except very senir managers, VSM, and medics). Individual jbs are assigned t an Agenda fr Change pay band based n the levels f respnsibility and expertise required, as evaluated against criteria in natinal jb prfiles. The chart belw illustrates the gender prfile f LPT s wrkfrce (full-pay relevant emplyees) by pay band, fr nn-clinical and clinical staff. Bradly, Administrative and Clerical, and, Estates and Ancillary staff are referred t as nn-clinical, whilst all ther grups f staff, including Nurses, Additinal Clinical Services, and Medics, are referred t as clinical. Apprentice, n=7 Band 2, n=326 Band 3, n=315 Band 4, n=259 Band 5, n=131 Band 6, n=103 Band 7, n=114 Band 8a, n=71 Band 8b, n=39 Band 8c, n=26 Band 8d, n=11 Band 9, n=2 VSM, n=6 71.4% 17.2% 14.0% 17.0% 31.3% 35.0% 37.7% 36.6% 38.5% 34.6% 63.6% 0.0% 66.7% 28.6% 82.8% 86.0% 83.0% 68.7% 65.0% 62.3% 63.4% 61.5% 65.4% 36.4% 100.0% 33.3% Apprentice, n=6 Band 2, n=788 Band 3, n=498 Band 4, n=195 Band 5, n=926 Band 6, n=1094 Band 7, n=419 Band 8a, n=128 Band 8b, n=62 Band 8c, n=15 Band 8d, n=7 16.7% 23.2% 12.0% 8.7% 12.7% 13.3% 15.0% 18.0% 14.5% 26.7% 42.9% 83.3% 76.8% 88.0% 91.3% 87.3% 86.7% 85.0% 82.0% 85.5% 73.3% 57.1% Trainee grade, n=55 Career grade, n=48 Cnsultant, n=101 VSM, n=3 40.0% 50.0% 54.5% 100.0% 60.0% 50.0% 45.5% 0.0% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% % emplyees within pay band Male Female Bradly, there was a trend amngst nn-clinical staff fr the prprtin f wmen t fall with increasing pay band, with especially high prprtins f wmen at nn-clinical bands 2 t 4 and a marked drp in the prprtin f wmen at nn-clinical band 5. Fr clinical staff utside f medicine (largely Additinal Clinical Service staff at bands 2 t 4 and Nurses at bands 5 and abve) wmen were well represented at all but the tw highest clinical pay bands present within the wrkfrce (clinical bands 8c and 8d). 2

3 Gender Pay Gap in mean and median hurly pay Overall, there was a Gender Pay Gap in favur f men, bth in terms f mean hurly pay, +16.7%, and in terms f median hurly pay, +4.0%. The Gender Pay Gap in terms f mean hurly pay was larger than that in terms f median hurly pay, as the calculatin f mean pay fr men was skewed upwards by a relatively small number f men n the highest rates f pay in the rganisatin. Nnetheless, bth measures reflected a statistically significant Gender Pay Gap in favur f men. Median hurly pay (F=4695; M=1060) Mean hurly pay (F=4695; M=1060) -25% -20% -15% -10% -5% 0% 5% 10% 15% 20% 25% Gender Pay Gap in favur f wmen : Gender Pay Gap in favur f men Gender Pay Gap: Hurly Pay: All Full-Pay Relevant Emplyees Gender Pay Gap in mean and median annual bnus pay Overall, the Gender Pay Gap in annual bnus pay amngst thse that received a bnus was +22.1% in terms f the mean and +60.0% in terms f the median, bth in favur f men. Hwever, very few peple within the rganisatin received bnus pay (49 ut f 6835 relevant emplyees*), and the level f bnus pay varied cnsiderably frm ne persn t the next. Cnsequently, the Gender Pay Gaps in mean and median bnus pay d nt reflect statistically significant differences in the levels f bnus pay paid t men and wmen. Median annual bnus pay (F=15; M=34) Mean annual bnus pay (F=15; M=34) -60% -40% -20% 0% 20% 40% 60% Gender Pay Gap in favur f wmen : Gender Pay Gap in favur f men Gender Pay Gap: Annual Bnus Pay: Relevant Emplyees in Receipt f a Bnus * Only Medical Cnsultants received bnus payments; specifically, Clinical Excellence Awards t recgnise and reward thse cnsultants wh cntribute mst twards the delivery f safe and high quality care t patients and t the cntinuus imprvement f NHS services. 3

4 Hurly pay quartile All Relevant Emplyees Medical Cnsultants Prprtins f men and wmen in receipt f bnus pay Overall, 0.3% f female relevant emplyees received a bnus, whilst 2.7% f male relevant emplyees received a bnus; this represented a statistically significant difference in favur f men. Hwever, it is nted that nly Medical Cnsultants received bnus pay (Clinical Excellence Awards) and that men were verrepresented amngst Medical Cnsultants. Nnetheless, even when cnsidering Medical Cnsultants in islatin, there was a statistically significant difference in the receipt f bnus payments in favur f men: 31.3% f female Cnsultants received a bnus, whilst 54.8% f male Cnsultants received a bnus**. Male, n=1257 Female, n=5578 Male, n=62 Female, n=48 0.0% 1.0% 2.0% 3.0% Bnus Awarded 0% 20% 40% 60% Bnus Awarded ** It is nted that nt all Medical Cnsultants were eligible t apply fr Clinical Excellence Awards, which may have skewed this result. Lking at the award f Clinical Excellence Awards ver the past ten years ( ), applicatin rates were lwer amngst eligible female Cnsultants than amngst eligible male Cnsultants, but amngst thse Cnsultants wh applied, there was n significant difference in success rates by gender. Prprtins f men and wmen within each quartile pay band Overall, wmen cmprised 81.6% f full-pay relevant emplyees. Wmen were underrepresented in the upper pay quartile, 75.3%, and were prprtinately represented in the upper-middle, 85.1%, lwer-middle, 82.6%, and lwer, 83.4%, pay quartiles. Upper, n=1439 Upper middle, n=1439 Lwer middle, n=1439 Lwer, n= % 14.9% 17.4% 16.6% 75.3% 85.1% 82.6% 83.4% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% % emplyees within quartile Male Female 4

5 Summary and actins Further analyses were perfrmed t gain greater insight int the Gender Pay Gap at Leicestershire Partnership NHS Trust. In terms f the number f staff affected, the Gender Pay Gap in favur f men was driven mainly by thse in Administrative and Clerical rles (there was als a Gender Pay Gap in favur f men amngst Medical Cnsultants, but relatively few staff were affected). There was an verrepresentatin f men in mre senir rles in the rganisatin, and a higher prprtin f wmen in part time rles which tended t be lwer paid. A disadvantage in career prgressin fr wmen, ptentially assciated with part time wrking, culd be inferred. Amngst yunger staff, wh tended t be lwer paid, there was a gender pay gap in favur f wmen in bth full time and part time rles. Hwever, amngst lder staff in full time rles, wh tended t be higher paid, the gender pay gap was reversed t favur men. Metric Findings Actin Gender Pay Gap in mean and median hurly pay Prprtins f men and wmen within each quartile pay band There was a Gender Pay Gap in favur f men, bth in terms f mean hurly pay, +16.7%, and in terms f median hurly pay, +4.0%. Wmen were underrepresented within the highest pay quartile (75.3%), cmpared t their level f representatin amngst all full-pay relevant emplyees (81.6%). Review Trust flexible wrking plicy t ensure part time and flexible wrking in senir rles can be supprted. Encurage thrugh jb adverts that applicants can request jb share / part time / flexible / family friendly wrking patterns as apprpriate. Cnsider scheduling f imprtant meetings and training t be held at family friendly times. Cntinue t prgress the Trust prgramme f We Nurture which is a supprtive career develpment prgramme. Evaluate numbers f applicatins cming thrugh frm part time female emplyees. Gender Pay Gap in mean and median annual bnus pay Prprtins f men and wmen in receipt f bnus pay The Gender Pay Gap in annual bnus pay amngst thse that received a bnus was +22.1% in terms f the mean and +60.0% in terms f the median, bth in favur f men (but nt t a statistically significant degree). Overall, 0.3% f female relevant emplyees received a bnus, whilst 2.7% f male relevant emplyees received a bnus. Only Medical Cnsultants received bnus pay (Clinical Excellence Awards). Cnsidering Medical Cnsultants in islatin: 31.3% f female Cnsultants received a bnus, whilst 54.8% f male Cnsultants received a bnus. Evaluate numbers f applicatins which have cme thrugh including part time emplyees. Cnsider further prmtin f the scheme shuld there be a shrtfall in applicatins. Cnsider eliminating whether there is any uncnscius bias by annymising the prcess. 5