Gender pay gap and equal pay

The CCG is committed to equality, diversity and inclusion. Our current Equality objectives and health inequalities strategy 2018-2021 includes the following objective (Equality Objective 3):

We will develop our workforce across all levels of the organisation, where staff are engaged and supported, and leaders and managers foster a culture of inclusion, wellbeing, and diversity.

Why is this important?

We recognise that engaged, happy, healthy staff are vital to delivering our ambitions and are committed to supporting and developing all our staff.

We are committed to promoting an organisational culture that supports staff wellbeing, enabling a workforce that is engaged, and where every employee feels a sense of belonging and ability to participate. Ensuring inclusive workforce practices are a key part of achieving this ambition.

In addition, we recognise the importance of having inclusive and diverse Governing Body to ensure fresh perspectives, challenge and experience.

NHS Birmingham and Solihull CCG staff gender pay gap results

NHS Birmingham and Solihull CCG was established on 1 April 2018, following a merger between three previous CCG organisations: Birmingham CrossCity, Birmingham South Central and Solihull CCGs. On this date, the organisation had 278 employees.

The gender pay gap information was gathered using business intelligence from our Electronic Staff Record, with the snapshot taken on 1 April 2018, which was the first date that all staff from the previous CCGs were officially under one single organisation. There are no reports previous to this date as the CCGs did not meet the threshold requirement of having more than 250 employees.

The difference between the gender pay gap and equal pay

Gender pay reporting is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value.  It is unlawful to pay people unequally because they are a man or a woman. 

The gender pay gap shows the difference in average pay of all men and the average pay of all women employed by the CCG. It is therefore possible to have genuine pay equality but still have a pay gap between the genders.

NHS Birmingham and Solihull CCG establishment and pay (as of 1 April 2018)

  • Of the 278 employees, 73% are female
  • 92% of staff are on Agenda for Change terms and conditions.

Analysis by sex and pay band/type shows the following:

GPG anaylsis by sex

  • Males account for 27% of the whole workforce
  • 70% of the staff in ‘other’ pay bands, which are executive, director or very senior management positions are male
  • 79% of males and 97% of females are on NHS Agenda for Change terms and conditions.

Further analysis by full and part-time employment

  • 70.5% of staff work full-time, of which 29% are male and 71% female
  • Females represent 63%+ in all pay scales (full-time employees) except for Band 8D and Other where it reduces to 50% and 40% respectively
  • There are no males employed on the lowest pay band-3 and only 1 in the next pay band - 4
  • 68.5% of all females employed work full-time.

Part-time workers

  • Of the 29.5% of staff who work part-time, 22% are male and 78% female
  • No males working part-time are in the lower pay bands (3 to 6 inclusive); nearly 27% of the females who work part time are in these bands
  • 78% of the males who work part time are on Band 9/Other pay scales (highest earners), conversely only 8% of the females who work part time are on Band 9/Other pay scales.
  • No males who work part-time are in the lower pay bands (3 to 6 inclusive).

NHS Birmingham and Solihull CCG mean gender pay gap figures (2018)

The mean hourly rate is the average hourly wage across the entire CCG, so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.

Mean gender pay gap: Females in the CCG earn 64.62 pence for every £1 earned by men.

GPG mean table

The mean gender pay gap for the whole of the Public Sector economy (according to the October 2018 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17.5%.  At 35.38% the CCGs mean gender pay gap is therefore significantly above that of the wider public sector.  This is reflective of the pattern from the wider UK healthcare economy; traditionally the NHS has a higher female workforce which tend to be in the lower bandings and a predominantly male workforce in the higher pay bands such as executives, directors and clinical leads.

NHS Birmingham and Solihull CCG median gender pay gap figures (2018)

The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle; so the median gender pay gap is the difference between women’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man).

Median gender pay gap: Females in the CCG earn 81.97 pence for every £1 earned by male employees.

GPG median table

The median gender pay gap for the whole of the Public Sector economy (according to the October 2018 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 19%.  At 18.03% the CCGs median gender pay gap is therefore below that of the wider public sector. 

Quartile figures

A pay quartile is calculated by listing the hourly pay rates for everyone in the organisation then dividing them into four equal-sized groups. We then work out the percentage of men and women in each group.

GPG quartile

84% of the CCGs employees in the lower quartile are female, compared to 55% in the upper quartile.  As 73% of 278 employees are female, this demonstrates that a significant driver for the pay gap is a consequence of having a lower proportion of women in higher pay bands.

Mean and median bonus pay gap

The CCG does not have a bonus gender pay gap. No male or female staff are in receipt of bonus payments.

 

What we are doing to close the gap?

The CCG has a number of policies, strategies and initiatives aimed at developing and supporting staff and are committed to improving our overall approach to equality, diversity and inclusion; these include:

  • Mandatory equality and diversity training
  • Agile working and flexible working policies
  • Organisational Development strategy
  • Recruitment and selection policy, supported by training which includes addressing unconscious bias
  • Annual equality report which analyses our employment and recruitment practices by different protected characteristics, including analysis by ‘likelihood’ of appointment
  • Comprehensive Equality, diversity and inclusion strategy and action plan.

Moving forward, we propose to:

The CCG will focus on the following actions and initiatives aimed at further understanding and reducing our gender pay gap:

  • Carry out the 2019 gender pay gap in April 2019, which will allow for a comparison with the 2018 data and will reflect the changes that have occurred since the merger more accurately
  • Undertake an equal pay audit in April 2019, to ensure that the pay processes are fair and transparent; including checking that salary decisions on appointment meet the CCG’s policy on pay/banding
  • Implement the inclusive leadership framework, which aims to create an inclusive leadership culture through increasing capability and capacity to understand values, unconscious bias, coaching and improvement techniques and how to maximise the potential of people through a sustainable model
  • Review how the CCG can attract more women to the top tiers of the organisation
  • The CCG has a Flexible working policy, which will be reviewed to ensure that opportunities are actively promoted to existing and prospective employees.