Gender pay reporting legislation introduced in 2017 now requires employers with 250 or more employees to publish calculations every year showing how large the pay gap is between their male and female employees. The report uses data from 31 March each year, and is expected to be reported by March of the following year.
A gender pay gap is the difference between the average earnings of men and women across an organisation, expressed relative to men’s earnings. This breakdown relies upon an analysis of the total workforce without allowing for any consideration of the different roles men and women have in the Trust. Whilst the Gender Pay Gap does not reveal nuances, it is an important indicator of structural inequality across society. Whilst organisations alone cannot eradicate the Gender Pay Gap, they can make an important contribution.
Gender pay gap calculations are different to equal pay. The NHS has a national pay structure and job evaluation system for staff on Agenda for Pay bands and Medical and Dental grades to ensure that men and women who carry out the same jobs, similar jobs or work of equal value are paid the same. At the RNOH, we have a system to ensure any new posts are banded appropriately and we regularly review current bandings to ensure that these remain appropriate over time.
Information about our Gender Pay Gap can be found in the report below.