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.

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).
    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 2020 further improvements as follows:-

  • -9.7 (mean average) or 3.7% (median average)
  • Average male hourly rate = £15.29 whereby women hourly rate = £16.77

Line graph showing gender pay gap mean trend

What this means

This means at the Trust, we no longer have a gender pay gap. The average hourly earnings have now reduced from last year's results of males being +9.3% higher rate than females, to this year‘s result being females mean average rate is -9.7% higher than males.

This compares with the overall national average across the UK, where men earned 23.4% 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 TUPE transferred from the Trust and we also we have a senior management that is now predominately female which has reflected in the re-balance of the pay figures.

Our Repairs Team, is still 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.

Our plans to maintain this positive trend...

We are keen to continue this trend by maintaining the following which has also helped with the more even distribution and correction of the figures:—

  • 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 2020

 

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