v BHT 2021 Gender Pay Gap Report
The gender pay gap is the difference between the average (mean or median) earnings of men and women across a workforce.
This is the Trust gender pay gap report for 2021
The above table shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (31 March 2021). 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 2021 (i.e. 1 April 20 – 31 March 21).
There has been marginal deterioration in the hourly fixed pay gap between men and women for both mean and median – 29.9% and 17.4% for 19/20 respectively, compared to 27.8% and 15.5% for 20/21 respectively. We are pleased to report an improvement (reduction) in our bonus gap this year, as this has decreased again from 26.9% to 21.4%.
Proportion of employees receiving a bonus
This shows a 4% difference in the number of men and women who received a bonus for their performance in 2020/21. Only certain medical staff, within our Trust, receive pay that is classified as bonus pay. Bonus Pay applies to fewer than 2% per cent of all our staff 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.
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 staff 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 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.
Chief People Officer