The pay gap between men and women in much of Derbyshire’s NHS has WIDENED.
To follow gender pay gap law, introduced in 2017, public, private and volunteer organisations with more than 250 employees must publish figures detailing the differences between what men and women are paid.
Last year, these companies published their figures for the first time.
At Derby Teaching Hospitals NHS Foundation Trust, women earned on average 86p for every £1 that men earned – but that figure has now fallen to just 83p.
Derbyshire Community Health Services NHS Foundation Trust saw its gap widen from 91p to 87p.
Meanwhile, Derbyshire Healthcare NHS Foundation Trust saw its pay gap grow from 88p to 86p.
Chesterfield Royal NHS Foundation Trust is the only NHS organisation in the county which has not seen its gender pay gap grow.
At the trust, the gap shrank slightly from 80p to 81p.
The pay gap figures are not released on a like-for-like basis, comparing women in the same role as men. Instead, an average figure for pay for men and for women is calculated.
It is not the same as paying a man and a woman differently for doing the same job – this has been illegal under the Equal Pay Act since 1970.
NHS organisations and local authorities have abnormally large amounts of female employees, which they say skews the figures. Within many of these companies, such as the NHS organisations referred to in this article, of the few men that are employed, most are in the highest wage bracket.
Roger Smith, director of operational HR and workforce integration, at what was once the Derby Teaching Hospitals NHS Foundation Trust (now the University Hospitals of Derby and Burton), said: “Our trust is committed to addressing any imbalance in our workforce and recognises that the gender pay gap information provides a useful measure of any variations between the pay to men and women.
“More work is required to understand the issues fully, so that we can address them.
“We intend to carry out further detailed analysis through a dedicated task group and we hope to identify any areas of over or under representation which ultimately impact on the results.”
A spokesman for Derbyshire Community Health Services NHS Foundation Trust said: “We will continue to promote opportunities for flexible working, shared parental leave, career progression and promotion, and leadership development opportunities.
“Analysis of this year’s results shows we had a significant reduction in the number of females working in the trust over the past year and a contributing factor was the transfer out of our organisation of the health promotion service.
“A large proportion of female leavers have been from the higher pay bands. These reasons have been the main contributing factors behind a fall in the average hourly wage for females.”
Derbyshire Healthcare NHS Foundation Trust was approached for comment but had not responded at the time of this article’s publication.
The deadline to publish gender pay gap figures is the end of March, with some companies waiting until the final hour to release their data.
However, some 11,102 employers have already made their gender pay gap public.
Public schools under the control of local authorities only have to release data if they employ 250 people or more.
Companies with fewer than 250 employees can voluntarily publish their pay gap information.