Gender pay gap report submitted March 2019

Women’s hourly rate

Pay Quartiles

Declaration

I confirm that the figures published today on behalf of the North West Ambulance Service NHS Trust (NWAS) are in line with the gender pay gap reporting legislation are complete and accurate, to the best of my understanding.
Signed: Michael Forrest
Title: Deputy Chief Executive and director of organisational development
Date: 29/3/18

Explanation of our figures

The information above is the snapshot data up to 31^st March 2018 and 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 and hourly (average) mean pay gap of 7.9% between male and female employees.  The hourly median rate of pay reveals a 6.9% difference in pay.  This part of the data shows a slight worsening of the gap in pay at both the median and the mean.  Much of the activity that has been taking place in support of this work has taken place after April 2018, and so that activity could not impact on these figures.  It is also the case that the issues underlying this gap are structural and will take time to work through because they rely on the successful promotion and recruitment of women into senior positions. NWAS continues to be satisfied that the terms and conditions of service offered to staff, alongside the 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.

There were no bonus payments awarded.

Quartile information:

The raw data shows an overall increase in the percentage of female staff from 44.37% to 45.62%.  There was an increase in the percentage of women across all four pay quartiles as a result.

The 2017 data had women accounting for over 50% in the lowest paid quartile only; there has been a positive increase with female staff accounting for over 50% of the lowest two pay quartiles now.  Although this will support progression in the future and is an important step to ensure new female talent joining the organisation, it also adversely impacts on the overall pay gap because the rate of growth in female staff in these groups has been higher than in the upper quartile. This is partly because the opportunity to recruit into these entry level roles is also higher.

Activity during 2018-2019

Quarterly meetings have taken place to review the work that is taking place to support gender equality in the workplace.  There remains three main areas of work, focusing on recruitment, flexible working and reducing the barriers to female career progression.   Progress is reported to the Director of Organisational Development routinely.  Examples of activity are detailed below:

Plans are now in place for closer review and challenge of the gender balance of recruitment panels.  Internal and external activities to celebrate International Women’s Day 2019 are also contributing to raising the profile of NWAS as an employer of choice for female candidates.

Flexible working for all staff has continued to be promoted in various ways over the last 12 months.  The policy itself is currently under review with staffside colleagues.  Guidance relating to supporting staff who are undergoing treatment related to fertility has also been developed.  This guidance is designed to make it easier for staff and managers to talk about how particular home-life scenarios can be supported at particular times by NWAS.  The guidance is not gender-specific.  Guidance has also been developed to support staff returning to work who are breastfeeding.  NWAS recognises that a range of support needs to be available to staff with regards to flexible working.

NWAS has developed a Women into Leadership talent programme, specifically aimed at women in roles within the Paramedic Emergency Services part of the organisation.

The launch of these programmes in autumn 2018 was positive.  The development pathways will develop confidence and competence with an aim to level the playing field for female applicants; interventions are led by Operations and our Organisational Development Directorate.  Feedback is being sought from the initial cohorts to inform future work.  Meetings are currently taking place around the Trust to explain the pathways to managers to outline the importance of tackling gender equality and the benefit to individuals, teams, the organisation and ultimately positively impact on patient care.

Plans for the future The current arrangements for regular meetings and oversight of the gender action plan by the Director of Organisational Development will remain.  The three main themes will still form the overall outline of the activities taking place.  Further analysis of the breakdown of female representation in middle and senior management roles will take place to also inform future activity.