Gender pay gap reporting for 2020
Gender pay gap report submitted August 2021
Hourly wages gap
- Average hourly pay gap is 8.79% (8.85% in 2019 & 7.9% in 2018).
- Median hourly pay gap is 7.2% (5.42% in 2019 & 6.9% in 2018).
|2018 Female||2018 Male||2019 Female||2019 Male||2020 Female||2020 Male|
|Lower pay quartile||51.8%||48.2%||54.85%||45.15%||55.26%||44.74%|
|Lower middle quartile||50.4%||49.6%||51.15%||48.85%||53.65%||46.35%|
|Upper middle quartile||46.8%||53.2%||47.13%||52.87%||46.81%||53.19%|
Explanation of our figures
The information above is the snapshot data up to 31 March 2020. This data meets national requirements for gender pay gap reporting by a public sector organisation. As previously stated, for this year and moving forward, employees who have informed the Trust that they do not self-identify as male or female are omitted from the calculations.
The information shows an hourly (average) mean pay gap of 8.79% between male and female employees. The hourly median rate of pay reveals 7.2% difference in pay. This part of the data shows an improvement in the median gap, and a slight improvement of the gap in pay at the mean. It should also be noted that the actual hourly rate increased for both male and female staff over this 12-month period, up 72p for men to £16.81(in 2019 increased 68p to £16.09), and up 67p for women to £15.33(in 2019 increased 46p to £14.66).
The data on the hourly rate shows a decreased pay gap, and representation in three of the four pay quartiles increasing for female (slight drop in the upper middle quartile), continue to increase. Overall female representation within NWAS stands at 48.1% compared with 46.8% in 2019 and 45.6% in 2018.
As cited in previous years, the action plan focuses on recruitment, career progression and flexible working to enable progression of women within the organisation into the higher pay quartiles. It was expected that these themes would require long-term pieces of work and therefore why these themes remain relevant.
NWAS remains satisfied that the terms and conditions of service offered to staff, alongside the continuously reviewed job evaluation system in place, fulfils the purpose of attractive and non-discriminatory conditions. It also fits with a satisfactory interpretation of equal pay for work of equal value.
The raw data shows an overall increase in the percentage of female staff, which is 48.1% (previously 46.8% in 2019). There was an increase in the percentage of women across three of the four pay quartiles as a result when compared to the previous year.
Activity during 2020-2021
As cited in previous years, the action plan focuses on three main areas of work recruitment, career progression and flexible working to enable progression of women within the organisation into the higher pay quartiles / reducing the barriers to female career progression. It was expected that these themes would require long-term pieces of work and therefore why these themes remain relevant.
Progress is reported to the Director of People and to the Board of Directors through their Committee structure routinely. Examples of the progress shown in the data this year activity are detailed below:
- The result of the Empowering Women positive action programme / Women in Leadership programme run in 2019/20. progress has been seen already in the form of positive qualitative feedback from candidates about confidence in progression within NWAS. Measurable progress has been seen through candidates securing promotions since starting on the course.
- Opportunities to recruit to roles in the highest paid quartile
- The embedding of the assessment centre process brought in to support selection of leadership positions. The centres are designed to reduce any potential bias in the selection process. The centres themselves remain under review to take account of feedback from candidates and invigilators involved in the process.
- Recruitment review – An assessment using the Be Think Do competencies has been developed and brought into effect for all management and leadership roles. This approach is being reviewed, taking into account feedback from participants and the outcomes.
- large piece of work is continuing across the Trust with flexible working a key part of discussions. It is thought that having flexible working a key tenet of the work and discussions with staff will encourage progression within NWAS for all groups. This is part of a continued move towards an inclusive culture of supporting the needs of individuals within teams relating to career progression and the real or perceived barriers staff may have affecting their progression.
Plans for the future
There remain regular operational meetings to review the action plan in support of gender equality. Oversight of the gender equality action plan is undertaken by the Director of Organisational Development. The three main themes will still form the overall outline of the activities taking place.
Gender pay gap reporting for 2019
Gender pay gap report submitted March 2020
Women’s hourly rate
|Upper middle quartile||52.87%||47.13%|
|Lower middle quartile||48.85%||51.15%|