Gender pay gap

A close look at the data on pay differences between men and women in our organisation and details on how we intend to address the difference.

Gender pay gap

The Trust is not required to report on gender pay gap as we have fewer than 250 staff. However, in the spirit of transparency and because of our commitment to equality we have decided to publish our findings.

We have used the same formulae and method to the one that the Government requires of larger organisations.

We can confirm our gender pay gap in 2017 was reported as

  • +17.3% (mean average) or 19.4% (median average).
    Having committed to improve this we can now report for 2019 that our pay gap has significantly reduced to:-
  • +9.3 (mean average) or 3.9% (median average)
  • Average Male hourly rate = £16.24 whereby Women hourly rate = £14.74

What this means

At the Trust, average hourly earnings are now +9.3% higher for males than females on the mean average basis.

This compares with the overall national average across the UK, where men earned 17.9% more than women in October 2018, according to the Office for National Statistics (ONS).

So the Trust’s median pay gap is better than the national average.

Why the difference?

The main reason for our difference still is that there is one large team where one gender makes up a high proportion of the workforce.

Our Repairs Team, for example, is made up of qualified trades; roles that command a relatively higher salary than office administrative based staff whom could be women who are in support roles that are relatively lower paid.

Close analysis of the data shows there is no evidence of gender discrimination with equal jobs being paid equally, whether undertaken by males or females. The challenge facing us is that certain jobs are dominated by one gender or another.

Our plans to address this

Regardless of the reasons for this gap we are keen to find ways to reduce it by:

  • Reviewing how we publicise our jobs to the under-represented gender for those jobs (eg active recruitment of female repairs operatives).
  • Considering making managerial posts part-time or more flexible to attract anyone with caring responsibilities, but in particular women.

June 2019

 

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