Page 128 - Pharmacy Appeals 1/4/04 to 31/3/05

104 Remuneration and staff report

Gender pay gap
In March 2022, in accordance with the requirements
What are we going to do?
under the Equality Act 2010, we published
our 2021 gender pay gap report. The report We are committed to closing our gender pay gap,
was published on the GOV.UK website. ensuring that the right approach and actions are
taken to appropriately address the areas where
What are the key highlights of the
female staff are underrepresented. This approach
2021 gender pay gap report?
can be challenging and does not always provide
• Our 2021 gender median pay gap has decreased to an immediate improvement in the reported
7% compared to 9.1 % in 2020. The decrease in the figures. It does, however, ensure that we are
median pay gap could be in part due to the removal of closing the gap positively and to ensure longevity
pay points across all pay bands as part of the Agenda in terms of the diversity of our future workforce.
for Change terms and conditions contract refresh.
We want female employees to be proportionately
• Our gender mean pay gap has increased from 7.8% represented across all pay grades. We have already
in 2020 to 8.4%. The report identifies a number identified and are working towards a number
of significant drivers behind our increased gender of actions as part of our Equality, diversity and
mean pay gap including sector and role specific inclusion strategy, which will support our aims
considerations. During the 2021 reporting year, we to close the gender pay gap. We do recognise,
employed more females than males in assistant and however, that there is more to do to close the
administrative roles at band 4 within Claims and gap. As such, we are exploring EDI partnerships
HR&OD. In contrast, male employees predominantly to enable the expansion of our recruitment
occupy roles within Digital, Data and Technology campaigns. We will continue to promote and
(DDaT). As these roles are in high demand, they embed the values and behaviours framework
are currently attracting a recruitment and retention across the organisation and into all of our policies
premium. In addition, the impact of the Covid-19 and processes. We will also specifically address the
pandemic on working women has been widely impact that the pandemic has had and is having
reported. Having reviewed our leaver metrics for the on female employees, by continuing to promote
reporting period, some of the reasons for leaving and champion flexible working, particularly
reflect the concerns that female staff have been part-time working for employees returning from
more affected by the pandemic than male staff. parental leave or those with carer responsibilities.
• Our pay gap remains lower than the
current UK pay gap of 15.4%.
• In common with the wider NHS, our workforce is
Workforce Race Equality Standard
predominantly female; 64% of our workforce is female.
and Workforce Disability Equality
• Female employees received a higher amount of Standard reporting
bonus pay compared to male employees.
It was confirmed by the national team responsible for
• Over the 12-month reporting period, we appointed Workforce Disability Equality Standard (WDES) that there
1.5 times more females into senior roles than males. will be no official 2021 WDES collation for ALBs. Similarly,
the national team responsible for Workforce Race
• While bands 7 to 8b are largely reflective of
Equality Standard (WRES) have been unable to provide
the organisation's profile, as in the 2020 report
an update on the WRES 2020/21 data collation launch
there was an upwards trend in employing
and we have been advised by the team to pause until the
more female staff in band 5 during 2021.
2019/20 report is published. As such, we did not report
• Although there has been an increase of 5% in on WRES or WDES for the 2020/21 reporting period.
female employees in the upper middle earnings
quartile, there has been a decrease in 2% of
female employees in the upper earnings quartile.