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 estimated these using a similar method to the one that the Government requires of larger organisations.
We estimate that our gender pay gap is +17.3% (mean average) or 18.4% (median average).
What this means
At the Trust, average hourly earnings are +17.3% higher for males than females on the mean average basis.
This compares with the overall national average across the UK, where men earned 18.4% more than women in April 2017, according to the Office for National Statistics (ONS).
So the Trust’s median pay gap is comparable to the national average.
Why the difference?
The main reason for this difference at the Trust is that there are two teams 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 our Trustlink Team, which is made up almost entirely of 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.