t BHT 2023 Gender Pay Gap Report

Introduction

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 apply to all public sector employers with 250 employees or more, which means that Buckinghamshire Healthcare NHS Trust (BHT) must report its Gender Pay Gap data annually, by 30 March each year. However, understanding the Gender Pay Gap and the drivers behind it is also an important tool, which helps us determine how we can enable the closing of our Gender Pay Gap. This is crucial to increasing inclusivity within BHT through achieving parity between men and women in the Trust. This is the sixth year that the Trust has produced its Gender Pay Gap report.

Pay and bonus gap

Difference between men and women

	Mean		Median
	2022	2023	2022	2023
Hourly fixed pay	27.6%	26.9%	17.2%	15.5%
Bonus Pay Gap	20.8%	25.5%	33.3%	0%

The table shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (31 March 2023).  It also captures the mean and median difference between bonuses paid to men and women in Buckinghamshire Healthcare NHS Trust in the year up to 31 March 2023 (i.e. 1 April 22 – 31 March 23).

We have seen an improvement (reduction) in both the hourly fixed pay gap between men and women for the mean pay gap –26.9% for f/y 2022/23, compared to 27.6% for financial year f/y 2021/22, and the median hourly fixed pay gap –15.5% for f/y 2022/23 compared to17.2% for f/y 2021/22. Analysis has identified that our gender pay gap is driven by a higher percentage of men in the highest quartile of pay, mainly due to significantly different gender splits within the medical & dental and administrative & clerical staffing groups. We have observed an increase in our mean bonus gap this year, as this has increased from 20.8% to 25.5%.

Proportion of employees receiving a bonus

This shows a 9% difference in the number of men and women who received a bonus for their performance in 2022/23. Only certain medical colleagues (within the consultant body) receive pay that is classified as bonus pay in line with their contracts; this equates to less than 4% of all our colleagues employed. A bonus pay element is awarded as a result of recognition of excellent practice over and above contractual requirements and has no gender bias.

In f/y 2022-23, these payments were awarded to all eligible medical colleagues – resulting in a median pay gap of 0%. Working with the BMA, we will look to take action to reduce this gap, for example re-introducing a competitive process.

Pay quartiles

The above images illustrate the gender distribution across Buckinghamshire Healthcare NHS Trust in four equally sized quartiles. In order to create the quartile information all colleagues are sorted by their hourly rate of pay, this list is then split into 4 equal parts (where possible).

This demonstrates that in quartile 1, 2 and 3 the split between male and female employees is fairly consistent, however in the highest quartile there are more male employees than the previous quartiles.

The variance in the highest quartile is mainly due to significantly different gender splits within the medical & dental and administrative & clerical staffing groups. We will use our talent management programmes to address these differences.

We are confident that men and women are paid equally doing equivalent jobs across the Trust. Our aim is to reduce the gender pay gap throughout the organisation but accept that this may take several years to achieve.

I confirm the data reported is accurate.

Bridget O’Kelly
Chief People Officer