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
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
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
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 (2007 2017), 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=1438 24.7% 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
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