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Leeds Teaching Hospitals NHS Trust Gender Pay Gap - 2017/18

Leeds Teaching Hospitals NHS Trust Gender Pay Gap - 2017 /18. Gender Pay Gap legislation requires all employers of 250 or more employees to publish their Gender pay gap as at 31st March 2017 . Leeds Teaching Hospitals NHS Trust employs over 17,500 staff in a range of roles, including administrative, medical, allied health and managerial roles. The Trust uses the national job evaluation framework for Agenda for Change staff to determine appropriate pay bandings; this provides a clear process of paying employees equally for the same or equivalent work. Each grade has a set of pay points for annual progression, the longer period of time that someone has been in a grade the higher their salary is likely to be irrespective of their Gender .

Leeds Teaching Hospitals NHS Trust Gender Pay Gap - 2017/18 Gender Pay Gap legislation requires all employers of 250 or more employees to publish their gender

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Transcription of Leeds Teaching Hospitals NHS Trust Gender Pay Gap - 2017/18

1 Leeds Teaching Hospitals NHS Trust Gender Pay Gap - 2017 /18. Gender Pay Gap legislation requires all employers of 250 or more employees to publish their Gender pay gap as at 31st March 2017 . Leeds Teaching Hospitals NHS Trust employs over 17,500 staff in a range of roles, including administrative, medical, allied health and managerial roles. The Trust uses the national job evaluation framework for Agenda for Change staff to determine appropriate pay bandings; this provides a clear process of paying employees equally for the same or equivalent work. Each grade has a set of pay points for annual progression, the longer period of time that someone has been in a grade the higher their salary is likely to be irrespective of their Gender .

2 This report includes the statutory requirements of the Gender Pay Gap legislation but also provides further context to demonstrate our commitment to equality. It is important to recognise that the Gender pay gap differs to equal pay. Equal pay is in relation to pay differences between men and women who carry out the same job for different pay, which is unlawful. The Gender pay gap shows the difference in average pay of all men and the average pay of all women employed by the Trust . It is therefore possible to have genuine pay equality but still have a significant Gender pay gap. Gender Profile 75% 25%. Mean Gender Pay Gap Median Gender Pay Gap per hour per hour The above figures include the Clinical Excellence Awards payments that are paid to eligible medical staff, which is a section of the workforce with a higher proportion of males.

3 If the Medical &. Dental workforce were excluded from the calculation the mean Gender pay gap would be Staff by Earning Quartiles Lower Middle Upper Middle Lower Quartile Upper Quartile Quartile Quartile 76% 24% 79% 21% 82% 18% 61% 39%. The lower quartile represents the lowest salaries in the Trust and the upper quartile represents the highest salaries. The Trust employs more women than men in every quartile. Mean CEA Gender Pay Gap Median CEA Gender Pay Gap Proportion of eligible Consultants receiving a CEA. 46% 23%. Under the national Medical & Dental terms and conditions Consultants are eligible to apply for Clinical Excellence Awards (CEA).

4 This recognises and rewards individuals who demonstrate achievements in developing and delivering high quality patient care over and above the standard expected of their role, with a commitment to the continuous improvement of the NHS. The calculations above include both local and national CEA's. The Local CEA's are administered within the Trust on an annual basis. In the 2015 and 2016 rounds the proportion of female applicants who were successful in achieving an award was higher than male applicants. In the 2017 round, the proportion was equal, with 56% of male and female applicants receiving an award. The National CEA's are determined externally and administered by the Department of Health.

5 In addition to the statutory requirements, we have also analysed our Gender pay gap by banding as follows: Band 1 Band 2 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 9. p/h p/h p/h p/h p/h p/h p/h p/h p/h On a mean average, women earn more in these pay bands than men Band 3 Band 8c Band 8d Medical On a mean average, men earn more in these pay bands than women p/h p/h p/h p/h Pay Gap Comparison The mean Gender pay gap for the whole of the Public Sector economy (according to the October 2017 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is At the Trust 's mean Gender pay gap is therefore, above that for the wider public sector.

6 This is reflective of the pattern from the wider UK healthcare economy; traditionally the NHS. has had a higher female workforce due to the range of caring roles in the workforce, which tend to be in the lower bandings, and a predominantly male workforce in the higher banded Medical & Dental professions. Reducing the Gender Pay Gap The Trust is committed to ensuring an equitable workforce and we will continue to work towards achieving the following actions: Continue the Trust 's talent management programme Talent@ Leeds to support employees to progress. Use the Female Leaders programme to encourage women to progress more quickly into leadership roles.

7 Explore how we can attract more men into the organisation at the lower bands, to create a more even Gender balance. Raise awareness of shared parental leave entitlements and flexible working opportunities through our training and communications. Take account of Gender in the providing of leadership opportunities, including the recently launched NHS Insight Improvement Programme and Shadow Board Programme. Undertake an annual review of Gender split across all bands as part of the annual Public Sector equality Duty process and take action where appropriate. Continue our commitment to the 50/50 by 2020 initiative, encouraging an even Gender split at Board level.

8 Offer workshop sessions to Consultants to encourage CEA applications from across the workforce.


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