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Gender pay gap report 2024

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 31st March 2024 Our mean average gender pay gap at UHS has reduced by 7.6% since 2017 (another 1.2% reduction since 2023) The Context This is the 8th year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap is decreasing, and over the last 7 years we have seen a reduction of 7.6% (from 6.4% last year). Our data highlights a difference in the gender pay gap dependant on the role. As last year, we have analysed the data so we can see the differences between those who are on Agenda for Change contracts, those who are on Medical, Dental and VSM contracts, as this helps us identify where to focus our efforts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UHS. 26.41% 73.59% 20.50% (£5.26 p/h) Our Workforce Our Mean Gender Pay Gap People who identify as female make up the majority of our workforce This is an average of the difference between the female and male hourly rate of salary. This has decreased from 21.72% the year before. 11.46% (£2.39 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. This has decreased slightly from 12.05% the year before. Full time staff 64.15% of staff are full time Of our full time staff 34.93% identify as male 65.07% identify as female Part time staff 35.85% of staff are part time Of our part time staff 11.16% identify as male 88.84% Identify as female Gender Pay Gap. Our Gender Pay Gap by Quartile Snapshot from 31st March 2024 Our Mean Bonus Pay Gap 14.30% The difference between the mean bonus pay between males and females is weighted in favour of males. (For those eligible) Our Median Bonus Pay Gap 62.52% 37.48% 77.60% 22.40% Upper Quartile Upper Middle 77.35% 22.65% 76.89% 23.11% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. Gender pay reporting aims to show the difference in average pay and bonus payments between male and female staff. 0% The difference between the median bonus pay paid to males and females is weighted in favour of males. (For those eligible) *Bonus payments are Clinical Excellence Awards and/or Clinical Impact Awards. A note on Local Clinical Excellence Awards (CEAs): they were historically granted through a competitive application process and paid monthly. However, as of April 2024, the new Local CEAs have been discontinued. Existing local awards will continue to be paid monthly until the consultant leaves. This may contribute to the gender pay gap among consultants, as a higher number of male consultants were present at the time and were more likely to apply for these awards. Gender Pay Gap. Our Workforce in detail White Staff 67.88% LGBTQIA+ Staff 4.32% Currently we do not formally report on the sexual orientation of staff in relation to GPG, but our existing data shows that Black and Under represented Ethnic Staff 29.35% Of this staff group 22.86% identify as male and 77.14% 3.78% of staff identify as either Bisexual, Gay, Lesbian or other sexual orientation identify as female Of this group 34.47% identify as male and 65.54% identify as female Staff with a long-term health condition or disability Of this group 79% identify as female and 21% identify as male 11.30% Intersectionality We know that gender pay gap is about more than just gender. When we analyse our data we consider the diversity of our workforce. The gender pay gap can also be impacted by protected characteristics and wider intersectionality. On the next page we will look at the gender pay gap using different staff groups such as those on Agenda for Change contracts, Medical and Dental as well as Trust Board. Gender Pay Gap. Through the lens of Agenda for Change Agenda for Change When we analyse the pay for those on Agenda for Change (AfC) contracts we see there is a much smaller pay gap between men and women of -0.06%, which equates to a difference of -£0.01. This is a small decrease on last year (-0.64%, -£0.11), where females are earning £0.01 an hour more than males. The mean gender pay gap for AfC staff favours males in bands 1, 8c, 8d, 9 (some of the lowest and highest earning bands). It is important to note that NHS terms and conditions determine the pay structure for those on Agenda for Change contracts. The Job Evaluation system matches job roles to nationally agreed profiles and pay bands. Pay increases in each band are determined by the length of service, and pay rises occur when an individual reaches a "pay step". When the top of the pay band is reached, there are no further rises in that pay band. Fact: Nurses make up the majority of the AfC clinical workforce at UHS. Entry level is Band 5, accounting for the larger proportion of females in Band 5 and 6. Historically we have seen more females than males in this profession although this is changing! Mean GPG Gender by AfC band Differen Band Female Male % Gap ce 1 £13.20 £13.89 £0.69 4.96% 2 £13.22 £13.20 -£0.03 -0.21% 3 £12.56 £12.37 -£0.19 -1.53% 4 £13.98 £13.60 -£0.38 -2.78% 5 £18.36 £18.11 -£0.25 -1.39% 6 £21.00 £20.26 -£0.74 -3.65% 7 £24.47 £24.05 -£0.41 -1.72% 8a £26.94 £26.53 -£0.40 -1.52% 8b £31.75 £30.91 -£0.84 -2.71% 8c £37.12 £37.90 £0.78 2.06% 8d £42.37 £45.55 £3.17 6.97% 9 £46.46 £51.67 £5.22 10.10% All AfC Staff £18.45 £18.44 -£0.01 -0.06% Band 1 2 3 4 5 6 7 8a 8b 8c 8d 9 Female Head Count 7 1531 1056 799 2297 1695 1177 393 128 53 18 7 Male Head Count 10 524 225 235 592 384 300 133 59 19 22 10 We continue to notice a steady decline in our AfC gender pay gap. However, female representation in the senior levels of our organisation still needs to be improved (Band 9 and above). On the next page we will look at the gender pay gap between our Medical & Dental staff. Gender Pay Gap. Our mean average gender Looking at Medical and Dental Staff Mean GPG Gender by Medical Grade pay gap for medical and Medical and Dental T&C's Medical Grade FY1 FY2 Female Male Difference %Gap £17.12 £17.23 £19.97 £20.60 £0.11 £0.62 0.61% 3.03% Medical Grade FY1 FY2 Female Male Head count Head count 38 31 46 52 dental staff has reduced by 2.81% since 2022. The Medical and Dental (M&D) Terms and Conditions ST1/2 £24.66 £24.30 -£0.36 -1.47% ST1/2 179 work in a similar way to AfC, by providing a framework ST3+ £32.07 £31.81 -£0.26 -0.80% designed to deliver the principle of equal pay. ST3+ 313 In 2016, the national contract for medical staff in SAS £38.22 £38.99 £0.77 1.96% training (Junior Doctors) was re-negotiated. Our trust SAS 48 fellows are included alongside their equivalent in- Consultants £54.81 £57.87 £3.05 5.28% training colleagues. All Medical Consultants 353 £38.08 £42.23 £4.15 9.82% Our M&D staff analysis, shows a move in the right Staff direction with a gender pay difference of 9.82%, a decrease from 12.63% in 2022. The History The data in the tables show how the pay gap varies across the grades, the largest gap appears between Specialty Doctors and Consultants. These numbers Historically, males have dominated the Consultant workforce. This is largely due to less females being recruited as students to medical include the fellows as well as deanery trainees. school, as well as societal factors such as females traditionally having taken career breaks, or been In 2024... UHS signed the sexual safety in the workplace charter and will progress projects in specific areas to challenge existing behaviours that may be unfavourable for women carers and this has led to more female doctors working less than full time to balance family life and child care. For some this has resulted in barriers to progression. However, things are changing. The introduction of policies around maternity and paternity leave, and more inclusive working practices has brought more flexibility around family life and career choices. 161 285 34 503 Our Reality There is general recognition that the medical profession still has some way to go to be truly inclusive. The historical context, and legacy working conditions, as we are seeing take a long time to change. This impacts on our ability to make progress at pace in order to decrease the gender pay gap within Medical and Dental Consultant body. However, this will change as more women progress in the profession. Gender Pay Gap. Looking ahead for 2025 So What? At UHS, we remain committed to actively addressing the Gender Pay Gap rather than simply reviewing the data each year and hoping for change. Our Always Improving value continues to drive our priorities and actions. This year, we are strengthening our work alongside the Women’s Network to better understand and improve the experience and pay of women in our organisation. Their insights and ideas have already shaped some of our actions, and we will continue to develop these alongside them. We also remain dedicated to our work on the Sexual Safety Charter, ensuring that UHS is a place where all colleagues feel safe, valued, and supported. We will continue to take meaningful steps towards greater inclusion and equity at UHS. Dedicated positive action programmes for leadership and development Mentoring and coaching for female consultants Deliver the principles of the Sexual Safety in the Workplace Charter Local responses to staff survey results where female experience is less than for male Women's Network continue to champion GPG activity and empower women of UHS Gender Pay Gap. The Trust Board The Exec Gender Pay Gap From the top Pay for those on Executive contracts is not subject to national banding but is subject to annual review and approval by the Trust Remuneration & Appointments Committee. It is important to note that Exec pay is also inclusive of CIA's and CEA's which does impact the Gender Pay Gap. Salaries are determined by a range of factors including nationally benchmarked NHS pay rates set out by NHS Improvement (the NHS Trusts performance and governance regulator), job evaluation and market forces analysis. We do not include our Non-Executive Directors in our analysis due to the nature of their employment terms with UHS. These are not employees of the Trust and are not required to be included in the reporting analysis. There are 6 members on the Trust Board, with a mean pay gap of 4.97% (median 0.13%) which is a reduction from 2023 (8.66%, median 9.53%) Mean Median Female Hourly Rate £92.20 £92.20 Male Hourly Rate £97.02 £92.32 Difference £4.82 £0.12 %Gap 4.97% 0.13% The Plan Females remain under represented in our very senior roles. However, we have invested in the development of our future leaders and our inclusive working practices; early indications suggest we are beginning to see this change. We want females to experience a "level playing field" and we are committed to removing potential barriers for females in very senior roles. Our Executive team remain committed to improvements as set out in our People Strategy, and the work programmes which will deliver our Inclusion and Belonging Strategy. Gender Pay Gap. Our commitment to Equality, Diversity and Inclusion Our ambition Our aim is to be the recognised employer and educator of choice in the South and to empower all staff to recognise their full potential. As part of our commitment to creating a culture of inclusion and belonging; we strive to provide equal opportunities, eliminate discrimination and foster good relations in our activities as an employer, service provider and partner in line with the Public Sector Equality Duty. The Trust-wide measures we are taking are set out in more detail in our Inclusion and Belonging Strategy.
Url
/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/Gender-pay-gap-report-2024.pdf

Gender pay gap report 2023

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 31st March 2023 Our mean average gender pay gap at UHS has reduced by 6.4% since 2017. The Context This is the 7th year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap is decreasing, and over the last 6 years we have seen a reduction of 6.4%. Our data highlights a difference in the gender pay gap dependant on the role. As last year, we have analysed the data so we can see the differences between those who are on Agenda for Change contracts, those who are on Medical, Dental and VSM contracts, as this helps us identify where to focus our efforts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UHS. 26.04% 73.96% 21.72% (£5.31 p/h) Our Workforce Our Mean Gender Pay Gap People who identify as female make up the majority of our workforce This is an average of the difference between the female and male hourly rate of salary. This has decreased from 23.33% the year before. 12.05% (£2.36 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. This has increased slightly from 11.42% the year before. Full time staff 64.43% of staff are full time Of our full time staff 33.36% identify as male 66.64% identify as female Part time staff 35.57% of staff are part time Of our part time staff 10.63% identify as male 89.37% Identify as female Gender Pay Gap. Our Gender Pay Gap by Quartile Snapshot from 31st March 2023 61.92% 38.08% 77.93% 22.07% Upper Quartile Upper Middle 78.00% 22.00% 77.97% 22.03% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. Gender pay reporting aims to show the difference in average pay and bonus payments between male and female staff. *Bonus payments are Clinical Excellence Awards or Clinical Impact Awards. Our Mean Bonus Pay Gap 31.26% The difference between the mean bonus pay between males and females is weighted in favour of males. (For those eligible) Our Median Bonus Pay Gap 33.33% The difference between the median bonus pay paid to males and females is weighted in favour of males. (For those eligible) Gender Pay Gap. Our Workforce in detail White Staff 70.59% LGBTQIA+ Staff 3.78% Currently we do not formally report on the sexual orientation of staff in relation to GPG, but our existing data shows that Black and Under represented Ethnic Staff 26.72% Of this staff group 21.95% identify as male and 78.05% 3.78% of staff identify as either Bisexual, Gay, Lesbian or other sexual orientation identify as female Of this group 33.44% identify as male and 66.56% identify as female Staff with a long-term health condition or disability Of this group 79.81% identify as female and 20.19% identify as male 11.57% Intersectionality We know that gender pay gap is about more than just gender. When we analyse our data we consider the diversity of our workforce. The gender pay gap can also be impacted by protected characteristics and wider intersectionality. On the next page we will look at the gender pay gap using different staff groups such as those on Agenda for Change contracts, Medical and Dental as well as Trust Board. Gender Pay Gap. Through the lens of Agenda for Change Agenda for Change When we analyse the pay for those on Agenda for Change (AfC) contracts we see there is a much smaller pay gap between men and women of 0.58%, which equates to a difference of £0.10. This is a small increase on last year (0.48%, £0.08). The mean gender pay gap for AfC staff favours males in bands 1, 8c and 8d (some of the lowest and highest earning bands). It is important to note that NHS terms and conditions determine the pay structure for those on Agenda for Change contracts. The Job Evaluation system matches job roles to nationally agreed profiles and pay bands. Pay increases in each band are determined by the length of service, and pay rises occur when an individual reaches a "pay step". When the top of the pay band is reached, there are no further rises in that pay band. Fact: Nurses make up the majority of the AfC clinical workforce at UHS. Entry level is Band 5, accounting for the larger proportion of females in Band 5 and 6. Historically we have seen more females than males in this profession although this is changing! Mean GPG Gender by AfC band Differen Band Female Male % Gap ce 1 £12.33 £12.81 £0.47 3.69% 2 £12.20 £12.08 -£0.12 -1.02% 3 £11.89 £11.68 -£0.21 -1.77% 4 £13.36 £12.99 -£0.37 -2.85% 5 £17.30 £17.01 -£0.29 -1.71% 6 £19.99 £19.37 -£0.63 -3.23% 7 £23.46 £22.66 -£0.81 -3.57% 8a £25.66 £25.68 £0.01 0.06% 8b £30.36 £29.29 -£1.07 -3.66% 8c £35.05 £36.25 £1.20 3.32% 8d £42.00 £42.80 £0.81 1.88% 9 £51.76 £50.14 -£1.62 -3.22% All AfC Staff £17.37 £17.47 £0.10 0.58% Band 1 2 3 4 5 6 7 8a 8b 8c 8d 9 Female Head Count 10 1486 1083 820 2084 1736 1077 355 109 53 18 6 Male Head Count 16 471 199 234 536 391 257 128 56 24 18 11 We continue to notice a steady decline in our AfC gender pay gap. However, female representation in the senior levels of our organisation still needs to be improved (Band 9 and above). On the next page we will look at the gender pay gap between our Medical & Dental staff. Gender Pay Gap. Our mean average gender Looking at Medical and Dental Staff Mean GPG Gender by Medical Grade pay gap for medical and Medical and Dental T&C's Medical Grade FY1 Female Male Difference %Gap £15.69 £15.59 -£0.11 -0.68% Medical Grade FY1 Female Male Head count Head count 40 31 dental staff has reduced by 2% since 2022. FY2 £18.44 £18.56 £0.12 0.65% FY2 46 The Medical and Dental (M&D) Terms and Conditions ST1/2 £22.69 £22.32 -£0.37 -1.65% ST1/2 170 work in a similar way to AfC, by providing a framework ST3+ £29.77 £29.39 -£0.38 -1.28% designed to deliver the principle of equal pay. ST3+ 270 In 2016, the national contract for medical staff in SAS £35.56 £39.01 £3.46 8.86% training (Junior Doctors) was re-negotiated. Our trust SAS 50 fellows are included alongside their equivalent in- Consultants £51.77 £54.84 £3.07 5.60% training colleagues. All Medical Consultants 337 £35.65 £39.89 £4.25 10.64% Our M&D staff analysis, shows a move in the right Staff direction with a gender pay difference of 10.64%, a decrease from 12.63% in 2022. The History The data in the tables show how the pay gap varies across the grades, the largest gap appears between Specialty Doctors and Consultants. These numbers include the fellows as well as deanery trainees. In 2024... UHS signed the sexual safety in the workplace charter and will progress projects in specific areas to challenge existing behaviours that may be unfavourable for women Historically, males have dominated the Consultant workforce. This is largely due to less females being recruited as students to medical school, as well as societal factors such as females traditionally having taken career breaks, or been carers and this has led to more female doctors working less than full time to balance family life and child care. For some this has resulted in barriers to progression. However, things are changing. The introduction of policies around maternity and paternity leave, and more inclusive working practices has brought more flexibility around family life and career choices. 58 134 280 29 494 Our Reality There is general recognition that the medical profession still has some way to go to be truly inclusive. The historical context, and legacy working conditions, as we are seeing take a long time to change. This impacts on our ability to make progress at pace in order to decrease the gender pay gap within Medical and Dental Consultant body. However, this will change as more women progress in the profession. Gender Pay Gap. Meaningful changes for Medical and Dental Staff So What? We are not content with reviewing the GPG data each year and hoping that things will change with time. Our "Always Improving" value is the driver for all our priorities and actions. We plan to review each increment pay scale so we can use this data to identify any further actions to improve the GPG. UHS remain committed to the positive interventions introduced over the past 12 months with the aim of improving the GPG over time in line with the UHS Inclusion and Belonging strategy. Looking ahead for 2024 Ideas from our Women's Network Dedicated positive action programmes for leadership and development Mentoring and coaching for Local responses to staff survey female consultants results where female experience is less Deliver the principles of than for male the Sexual Safety in the Workplace Charter Support and mentorship for Clinical Excellence Award applications Women's Network continue to champion GPG activity and empower women of UHS Gender Pay Gap. The Trust Board The Exec Gender Pay Gap From the top Pay for those on Executive contracts is not subject to national banding but is subject to annual review and approval by the Trust Remuneration & Appointments Committee. It is important to note that Exec pay is also inclusive of CIA's and CEA's which does impact the Gender Pay Gap. Salaries are determined by a range of factors including nationally benchmarked NHS pay rates set out by NHS Improvement (the NHS Trusts performance and governance regulator), job evaluation and market forces analysis. We do not include our Non-Executive Directors in our analysis due to the nature of their employment terms with UHS. These are not employees of the Trust and are not required to be included in the reporting analysis. There are 6 members on the Trust Board, with a mean pay gap of 8.66% (median 9.53%). Mean Median Female Hourly Rate £87.81 £87.81 Male Hourly Rate £96.13 £97.06 Difference £8.32 £9.25 %Gap 8.66% 9.53% The Plan Females remain under represented in our very senior roles. However, we have invested in the development of our future leaders and our inclusive working practices; early indications suggest we are beginning to see this change. We want females to experience a "level playing field" and we are committed to removing potential barriers for females in very senior roles. Our Executive team remain committed to improvements as set out in our People Strategy, and the work programmes which will deliver our Inclusion and Belonging Strategy. Gender Pay Gap. Our commitment to Equality, Diversity and Inclusion Our ambition Our aim is to be the recognised employer and educator of choice in the South and to empower all staff to recognise their full potential. As part of our commitment to creating a culture of inclusion and belonging; we strive to provide equal opportunities, eliminate discrimination and foster good relations in our activities as an employer, service provider and partner in line with the Public Sector Equality Duty. The Trust-wide measures we are taking are set out in more detail in our Inclusion and Belonging Strategy.
Url
/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/Gender-pay-gap-report-2023.pdf

Gender Pay Gap Report 2025

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 31st March 2025 The Context This is the 8th year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. As an NHS Trust, we adhere to the national pay frameworks and policies. Our Gender Pay Gap has been decreasing year on year, however the mean pay gap has increased since 2024 by 1.25% to 21.75% in favour of Males. Analysis of this shows the increase isn’t driven by changes to base pay or hours worked but due to men being disproportionately represented in the highest paid roles, particularly senior medical roles. Even small increases in male representation here will materially widen the mean and median pay gap. The gap is being pulled towards the top of the distribution. A note about language: In April 2025, the UK Supreme Court gave judgement in the case of Scottish Women vs Scottish Government and clarified protections of Sex and Gender Reassignment under the Equality Act 2010. Whilst this report is known as the Gender Pay Gap, when Male and Female is referred to in this report, it is the biological sex they were born with, not their preferred or acquired gender. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UHS. 25.98% 74.02% 21.75% (£6.17 p/h) Our Workforce Our Mean Gender Pay Gap People who identify as female make up the majority of our workforce This is an average of the difference between the female and male hourly rate of salary. This is a 1.25% increase from 2024 following a year on year decrease since reporting began. Full time staff 61.22% of staff are full time Of our full time staff 26.35% identify as male 73.65% identify as female 12.77% (£2.92 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. Part time staff 38.78% of staff are part time Of our part time staff 25.39% identify as male 74.61% Identify as female Gender Pay Gap. Our Gender Pay Gap by Quartile Snapshot from 31st March 2025 Our Mean Bonus Pay Gap 31.03% The difference between the mean bonus pay between males and females is weighted in favour of males. (For those eligible) Our Median Bonus Pay Gap 61.78% 38.22% 78.33% 21.67% Upper Quartile Upper Middle 76.77% 23.23% 78.44% 21.56% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. When we analyse the data, pay gaps are not significant for males and female with Agenda for Change contracts. The gap is within our Medical and Dental workforce, specifically in additional awards/bonus pay. 26.83% The difference between the median bonus pay paid to males and females is weighted in favour of males. (For those eligible) A note about medical awards/bonus pay: Clinical Excellence Awards (CEAs) were awarded for clinical excellence by application up to 1 April 2024 when the process closed. The individuals who were awarded up to that date retain their CEA until the end of their contract at the same level originally awarded. CEAs have now been replaced by the National Clinical Impact Awards (NCIAs). Gender Pay Gap. Our Workforce in detail White British 63.57% LGBTQIA+ 3.72% Currently we do not formally report on the sexual orientation of staff in relation to GPG, but our existing data shows that Black, Asian or other global ethnicities Of this staff group 3.72% of staff identify as either Bisexual, Gay, Lesbian or other sexual orientation 33.86% 25.96% are male and 74.04% are female Of this group 36.98% are male and 63.02% are female Staff with a long-term health condition or disability 11.53% Of this group % are 83% female and 17% are male Note: Workforce percentages do not total 100% as “not stated or unspecified” are not included Pay gaps aren’t just about sex and gender We know that implications on pay and pay gaps is more than just related to a person’s sex. When we analyse our data we consider the diversity of our workforce as a whole. We also carry out ethnicity and disability pay gap analysis. Pay gaps can also be impacted intersectionality, by organisational structural issues, and bias. Gender Pay Gap. Looking closer at Medical and Dental Staff Mean GPG Gender by Medical Grade Our mean average gender pay gap for medical and Medical Grade Female Male Difference %Gap Medical Grade Female Male Head count Head count dental staff has reduced by Medical and Dental T&C's FY1 £19.26 £19.41 £0.15 0.77% FY1 51 35 FY2 £23.22 £23.10 -£0.12 -0.52% FY2 50 38 1.94% since 2022. The Medical and Dental (M&D) Terms and Conditions ST1/2 £28.29 £27.95 -£0.34 -1.22% ST1/2 186 work in a similar way to AfC, by providing a framework ST3+ £36.03 £35.94 -£0.09 -0.25% designed to deliver the principle of equal pay. ST3+ 327 In 2016, the national contract for medical staff in SAS £48.14 £51.04 £2.90 5.68% training (Junior Doctors) was re-negotiated. Our trust SAS 20 fellows are included alongside their equivalent in- Consultants £61.46 £64.47 £3.01 4.67% training colleagues. All Medical Consultants 354 £42.42 £47.50 £5.08 10.69% Our M&D staff analysis, shows a move in the right Staff direction with a gender pay difference of 10.69%, a decrease from 12.63% in 2022. The History The data in the tables show how the pay gap varies across the grades, the largest gap appears between Specialty Doctors and Consultants. These numbers Historically, males have dominated the Consultant workforce. This is largely due to less females being recruited as students to medical include the fellows as well as deanery trainees. school, as well as societal factors such as females traditionally having taken career breaks, or been In 2024... UHS signed the sexual safety in the workplace charter and will progress projects in specific areas to challenge existing behaviours that may be unfavourable for women carers and this has led to more female doctors working less than full time to balance family life and child care. For some this has resulted in barriers to progression. However, things are changing. The introduction of policies around maternity and paternity leave, and more inclusive working practices has brought more flexibility around family life and career choices. 156 300 9 495 Our Reality There is general recognition that the medical profession still has some way to go to be truly inclusive. The historical context, and legacy working conditions, as we are seeing take a long time to change. This impacts on our ability to make progress at pace in order to decrease the gender pay gap within Medical and Dental Consultant body. However, this will change as more women progress in the profession. Gender Pay Gap. Looking ahead for 2026 So What? At UHS, we remain committed to identifying gaps in pay exist, what might be causing them, and seeking ways to reduce or eliminate the gap. Our Always Improving value continues to drive our priorities and actions. We continue to implement the workstreams in our Inclusion and Belonging Strategy, specifically focussed on recuitment, talent, and eliminating bias from our organisational structures. Our Positive Action programmes are seeking to address any disparity in representation in the workforce, and in 2026 we are undertaking a succession planning and talent programme within our senior leadership cohort, which will identify the demographic of the current workforce and take action to address any disparity of representation, pay, or experience. Dedicated positive action programmes for leadership and development Mentoring and coaching for female Consultants Deliver the principles of the Sexual Safety in the Workplace Charter Local responses to staff survey results where female experience is less than for male Women's Network continue to champion and empower and support women Gender Pay Gap. Our commitment to Equality, Diversity and Inclusion Our ambition Our aim is to be the recognised employer and educator of choice in the South and to empower all staff to recognise their full potential. As part of our commitment to creating a culture of inclusion and belonging; we strive to provide equal opportunities, eliminate discrimination and foster good relations in our activities as an employer, service provider and partner in line with the Public Sector Equality Duty. The Trust-wide measures we are taking are set out in more detail in our Inclusion and Belonging Strategy.
Url
/Media/UHS-website-2019/Docs/gender-pay-gap-report-2025.pdf

UPL gender pay gap report 2024

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 5th April 2024 The Context This is the first year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap shows a -34.44% mean average difference, meaning that females are earning more than males at UPL. Our data highlights that on average females are earning £5.44 an hour more than their male counterparts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UPL. 27.27% 72.73% Our Workforce People who identify as female make up the majority of our workforce. -34.44% (-£5.44 p/h) Our Mean Gender Pay Gap This is an average of the difference between the female and male hourly rate of salary. Females in UPL are on average earning £5.44 an hour more than males. -14.46% (-£1.74 p/h) Our Median Gender Pay Gap Our Gender Pay Gap by Quartile Snapshot from 5th April 2024 This is the middle value of the difference between the female and male. As this is the first year that UPL are reporting their gender pay gap, the intention is to review the data and engage management teams/board with planning actions in response. 100% 0% 66.67% 33.33% Upper Quartile Upper Middle 33.33% 66.67% 100% 0% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. This is the first year that UPL have reported their gender pay gap. Our Mean Bonus Pay Gap -115.59% The difference between the mean bonus pay between males and females is weighted in favour of females. (For those eligible) Our Median Bonus Pay Gap -50.25% The difference between the median bonus pay paid to males and females is weighted in favour of females. (For those eligible)
Url
/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/UPL-gender-pay-gap-report-2024.pdf

WPL gender pay gap report 2025

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 5th April 2025 This is the second year that WPL have reported their gender pay gap. The Context This is the second year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap shows a 0.53% mean average difference, meaning that males are earning more than females at WPL. Our data highlights that on average males are earning 0.09p an hour more than their female counterparts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at WPL. 61.23% 38.77% Our Workforce 0.53% (£0.09 p/h) Our Mean Gender Pay Gap This is an average of the difference People who identify as male between the female and male hourly make up the majority of our rate of salary. Males in WPL are on workforce. average earning 28p an hour more than females. Our Gender Pay Gap by Quartile Snapshot from 5th April 2025 -16.73% (-£2.19 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. There are 98 employees at WPL As this is the second year that WPL are reporting their gender pay gap, the intention is to review the data and engage management teams/board with planning actions in response. 21.74% 78.26% 0% 100% Upper Quartile Upper Middle 46.67% 53.33% 45.83% 54.17% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands.
Url
/Media/UHS-website-2019/Docs/wpl-gender-pay-gap-report-2025.pdf

UEL gender pay gap report 2025

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 5th April 2025 This is the second year that UEL have reported their gender pay gap. The Context This is the second year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap shows a -8.18% mean average difference, meaning that on average females are earning more than males at UEL. Our data highlights that on average females are earning £1.44p an hour more than their male counterparts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UEL. 80% 20% Our Workforce -8.18% (-£1.44 p/h) Our Mean Gender Pay Gap This is an average of the difference People who identify as male between the female and male hourly make up the majority of our rate of salary. Females in UEL are on workforce. average earning £1.44p an hour more than males. Our Gender Pay Gap by Quartile Snapshot from 5th April 2025 -7.98% (-£1.05 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. There are 265 employees in UEL As this is only the second year that UEL are reporting their gender pay gap, the intention is to review the data and engage management teams/board with planning actions in response. 27.14% 72.86% 19.1% 80.9% Upper Quartile Upper Middle 22.3% 77.7% 10.8% 89.2% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands.
Url
/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/UEL-gender-pay-gap-report-2025.pdf

WPL gender pay gap report 2024

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 5th April 2024 This is the first year that WPL have reported their gender pay gap. The Context This is the first year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap shows a 1.75% mean average difference, meaning that males are earning more than females at WPL. Our data highlights that on average males are earning 28p an hour more than their female counterparts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at WPL. 62.89% 37.11% Our Workforce 1.75% (£0.28 p/h) Our Mean Gender Pay Gap This is an average of the difference People who identify as male between the female and male hourly make up the majority of our rate of salary. Males in WPL are on workforce. average earning 28p an hour more than females. Our Gender Pay Gap by Quartile Snapshot from 5th April 2024 -3.62% (-£0.45 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. As this is the first year that WPL are reporting their gender pay gap, the intention is to review the data and engage management teams/board with planning actions in response. 48.15% 51.85% 41.18% 58.82% Upper Quartile Upper Middle 23.53% 76.47% 26.32% 73.68% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay
Url
/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/WPL-gender-pay-gap-report-2024.pdf

UEL gender pay gap report 2024

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 5th April 2024 This is the first year that UEL have reported their gender pay gap. The Context This is the first year of reporting our Gender Pay Gap (GPG). We continue to work hard to support the development of our people in their chosen roles, and have been committed to work on our recruitment processes to ensure they are fair, inclusive and transparent. Our Gender Pay Gap shows a -3.06% mean average difference, meaning that females are earning more than males at UEL. Our data highlights that on average females are earning 51p an hour more than their male counterparts. It is important to note that sex and gender are terms that are often used interchangeably but they are in fact two different concepts. The World Health Organisation describes sex as characteristics that are biologically defined and identified at birth, whereas gender is based on socially constructed features and is a personal, internal perception of oneself. It is sex that is protected under the Equality Act 2010. We recognise that an individual can identify as more than male or female, but as the GPG mandates the use of male and female as comparators, it therefore may not be representative of everyone at UEL. 78% 22% Our Workforce -3.06% (-£0.51 p/h) Our Mean Gender Pay Gap This is an average of the difference People who identify as male between the female and male hourly make up the majority of our rate of salary. Females in UEL are on workforce. average earning 51p an hour more than males. Our Gender Pay Gap by Quartile Snapshot from 5th April 2024 -1.60% (-£0.20 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. As this is the first year that UEL are reporting their gender pay gap, the intention is to review the data and engage management teams/board with planning actions in response. 30.77% 69.23% 28.57% 71.43% Upper Quartile Upper Middle 10.00% 90.00% 33.33% 66.67% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands.
Url
/Media/UHS-website-2019/Docs/About-the-Trust/Equality-reports/UEL-gender-pay-gap-report-2024.pdf

UPL gender pay gap report 2025

Description
Gender Pay Gap. Our Gender Pay Gap at a Glance Snapshot from 5th April 2025 UHS Pharmacy LTD is a subsidiary of UHS. It has 22 staff working across roles in the hospital dispensary. These roles are not on NHS Agenda for Change terms and conditions. -8.93% (-£1.59 p/h) Our Mean Gender Pay Gap This is an average of the difference between the female and male hourly rate of salary. Females in UPL are on average earning £1.59 an hour more than males. -2.53% (-£0.32 p/h) Our Median Gender Pay Gap This is the middle value of the difference between the female and male. Our Gender Pay Gap by Quartile Snapshot from 5th April 2025 This is the second year that UPL have reported their gender pay gap. Our Mean Bonus Pay Gap 0.81% Our Workforce The difference between the mean bonus pay between males and females is weighted in favour of males. (For those eligible) Our Median Bonus Pay Gap 80% 20% 60% 40% Upper Quartile Upper Middle 60% 40% 67% 33% Lower Middle Lower Quartile The proportions of male and female full-pay relevant employees across the different pay bands. 33.3% 66.7% Females make up the majority of our workforce. 18.25% The difference between the median bonus pay paid to males and females is weighted in favour of males. (For those eligible)
Url
/Media/UHS-website-2019/Docs/upl-gender-pay-gap-report-2025.pdf

Gender pay gap report

Description
UHS's full gender pay gap report is now available to read.
Url
/AboutTheTrust/Newsandpublications/Latestnews/2018/March-2018/Gender-pay-gap-report.aspx
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