Gender pay gap reporting for 2019
Gender pay gap report submitted March 2020
Hourly wages gap
- Average hourly pay gap is 8.85%, compared with 7.9% the previous year.
- Median hourly pay gap is 8.28%, compared with 6.9% the previous year.
Quartile representation
| 2018 Female % | 2018 Male % | 2019 Female % | 2019 Male % | |
| Lower pay quartile | 51.8% | 48.2% | 54.85% | 45.15% |
| Lower middle quartile | 50.4% | 49.6% | 51.15% | 48.85% |
| Upper middle quartile | 46.8% | 53.2% | 47.13% | 52.87% |
| Upper quartile | 33.5% | 66.5% | 34.18% | 65.82% |
Explanation of our figures
The information above is the snapshot data up to 31 March 2019. 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 8.85% between male and female employees. The hourly median rate of pay reveals 8.28% difference in pay. This part of the data shows a slight worsening of the gap in pay at both the median and the mean. It should be noted that the actual hourly rate increased for both male and female staff over this 12 month period, up 68p to £16.09 for men and up 46p to £14.66 for women.
While the data on the hourly rate shows an increased pay gap, representation in each pay quartile, including the highest paid, continues to increase. Overall female representation within NWAS stands at 46.83% compared with 45.62% in the previous year.
Much of the activity that has taken place in support of this work will not bring overnight changes to the data. Many of the reasons behind this ongoing 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 remains 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.
Quartile information
The raw data shows an overall increase in the percentage of female staff from to 45.62%to 46.8%. There was again an increase in the percentage of women across all four pay quartiles as a result.
Activity during 2019-2020
There remain 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 and to the Board of Directors through their Committee structure routinely. Examples of activity are detailed below:
- Completion of the first cohorts of the Empowering Women positive action programme – 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. A full evaluation of the programme is scheduled for Quarter 4. The Aspiring Women into Leadership cohort is also scheduled for later in Quarter 4.
- Phase 1 of the cultural survey has been completed – Zeal have completed Phase 1 and are now in phase 2 of their work on ‘Moving towards an outstanding culture’. This work includes a focus on the differing experiences of groups of staff.
- 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.
- Rostering review – This 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.
Candidates on the Empowering Women programme were also invited to attend the EDS2 internal stakeholder event in January 2020 to share their view on progress in reducing staff (and patient) inequalities within NWAS.
A conference is being arranged by members of the Northern Ambulance Alliance for aspiring female leaders and scheduled to take place later in 2020.
Documentation is being drafted relating to the menopause. There is staff and trade union support for this, with their feedback contributing to the work. It is hoped that this documentation will be ratified after April 2020 and form part of the suite of work supporting female staff.
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 2018
Gender pay gap report submitted March 2019
Women’s hourly rate
| 7.9% | 6.9% |
| LOWER (mean) | LOWER (mean) |
Pay Quartiles
| Quartile | Male | Female |
| Top quartile | 66.5% | 33.5% |
| Upper middle quartile | 53.2% | 46.8% |
| Lower middle quartile | 49.6% | 50.4% |
| Lower quartile | 48.2% | 51.8% |
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