Pay disparity at Gloucestershire hospitals revealed
Men employed at Gloucestershire hospitals are paid on average £6 more per hour than women, official stats show
Men employed at Gloucestershire hospitals are paid on average £6 more per hour than women.
Health chiefs say the main reasons for this is due to medical and dental roles and excellence in care awards of which male medical staff have predominantly benefited from.
There is no significant gender pay gap among non-medical staff and they represent around 81.6 per cent of the trust’s workforce, according to a Gloucestershire Hospitals NHS Foundation Trust report presented to a board meeting.
For non-medical staff, the mean pay gap is 0.62 per cent in favour of men, while the median pay gap is -5.3 per cent, indicating that pay equity exists for most staff, the report states.
However, 399 bonus payments were made to medical and dental staff: 64 per cent awarded to men and 36 per cent to women.
Male consultants earned an average bonus of £8,802.24, compared to £5,644.48 for women – a 35.90 per cent pay gap.
There is no significant gender pay gap among non-medical staff, who represent approximately 81.6 per cent of the total workforce.
The report says 22 per cent of its workers are male while 78 per cent are female. However while there is an average £6 an hour pay gap this drops significantly when excluding medical and dental staff.
The report says that when medical and dental staff along with their Local Clinical Excellence Awards (LCEA), are excluded from the analysis, the gender pay gap disappears.
“The significant pay gap seen overall is primarily influenced by the medical workforce,” the report reads.
“The Trust’s annual LCEA scheme, which rewarded consultants for outstanding care, ended in 2020.
“Funds were then equally shared among all substantive consultants, regardless of hours worked.
“Local CEAs were formally abolished under the new consultant contract. A small number of consultants still receive national CEAs, which continue to impact the gender pay gap.”
The trust’s measures to address the pay gap will concentrate on ensuring equitable career progression opportunities, supporting female staff in senior roles, and reviewing pay structures where feasible.