University College London Hospital NHS Trust has reported a mean gender pay gap of 16% for average hourly pay as at April 2019.
The organisation, which currently has over 9,300 employees, reported its gender pay gap data in line with the government’s gender pay gap reporting regulations.
The reporting regulations require organisations with 250 or more employees to publish the differences in mean and median hourly rates of pay for male and female full-time employees, the gap in men and women’s mean and median bonus pay, the proportions of male and female employees awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower-middle, upper-middle and upper quartile pay bands.
Due to the Covid-19 (Coronavirus) pandemic, gender pay gap reporting regulations have been suspended for the 2019/2020 reporting period, however, some organisations have chosen to do so voluntarily.
University College Hospital NHS Trust’s median gender pay gap is 9.2%, as at April 2019. On average, women earn 91p compared to every £1 their male counterparts earn.
Its median gender pay gap for bonuses paid during the reporting period is 30%; which is an increase on the 17.2% gap in 2018. The mean gender pay gap for bonus payments is 9.6%, compared to 12.4% the year before.
Over the reporting period, 1.6% of female employees and 6.3% of male employees received bonus payments.
Over half (58.9%) of employees in the highest pay quartile at University College Hospital NHS Trust are female, compared to 76.9% in the second quartile, 76% in the third quartile and 70.6% in the lowest pay quartile.
A spokesperson at University College Hospital NHS Trust said: We continue our focus to address the gender pay gap. For the local Clinical Excellence Awards (CEA) that we are now running for the year 2018/19, we continue with the improvements we have made in the last two years and have also committed to awarding the full-time equivalent award to part-time employees and simplified the application process, which has been welcomed by the consultant workforce.
“We have continued to provide extra support for consultants from a female and/or black, Asian and minority ethnic (BAME) background to write their applications and will consider applications from individuals who work part-time separately to those who work full time.
“We will review our action plan to address the gender pay gap issues identified as part of the
annual equality, diversity and inclusion action plan incorporating the findings of the 2018/19
gender pay gap report to ensure that it addresses the findings of this report.”