Gender pay gap

A close look at the data on pay differences between men and women in our organisation and details of how we have addressed these.

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).
  • This meant that on average males earned +17.3% more than females.

Having committed to improve this year on year we can now report for 2022 further improvements as follows:

  • -1.64 (Mean average) or 8.53% (Median average). This means that females earn on average 1.64% more than males.
  • Average male hourly rate = £17.79 whereby female hourly rate is £18.08

Infographic showing the figures from the text for the Trust's gender pay gap

What this means

This means at the Trust, has a positive gender pay gap. 

In 2021 the Trust reported that females mean average rate was -2.9 (Mean average) or 8.7% (Median average)

This compares with the overall national average across the UK, where men earned 15.7% more than women, 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 shift and turnaround is that a high proportion of female employees were  transferred to another employer from the Trust and we also have more senior female leaders, which has reflected in the re-balance of the figures.

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.

Our plans to maintain this positive…

We are keen to continue this trend by continuing to actively do the following:—

  • Reviewing how we publicise our jobs to the under-represented groups and genders for those jobs (e.g. active recruitment of female repairs operatives, or male administrative staff) and continue to consider more flexible working options for all colleagues.

Sept 2022

Find out more