EQUALITY ACT SPECIFIC DUTY Equal Pay Statement THE STATE HOSPITALS BOARD FOR SCOTLAND This statement has been agreed in partnership and will be reviewed on a regular basis by the State Hospital Partnership Forum and the Staff Governance Committee. The State Hospitals Board for Scotland is committed to the principles of equality of opportunity in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value, regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation. The State Hospitals Board for Scotland understands that the right to equal pay between women and men is a legal right under both domestic and European Law. In addition, the Equality Act 2010 (Specific Duties) (Scotland) Regulations require The State Hospital to taking the following steps: Publish gender pay gap information by 30 April 2017. Publish a statement on equal pay between men and women by 30 April 2017, and to include the protected characteristics of race and disability. It is good practice and reflects the values of The State Hospitals Board for Scotland that pay is awarded fairly and equitably. While some slight pay differentials are noted this is to do with the makeup of the workforce and the length of service and which pay point individuals have reached on their scale. The pay scales are national pay scales with clear rules and guidelines as to how individual should be placed and progress through their pay scale. The State Hospitals Board for Scotland recognises that in order to achieve equal pay for employees doing the same or broadly similar work, work rated as equivalent, or work of equal value, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias. In line with the General Duty of the Equality Act 2010, our objectives are to: Eliminate unfair, unjust or unlawful practices and other discrimination that impact on pay equality. Promote equality of opportunity and the principles of equal pay throughout the workforce. Promote good relations between people sharing different protected characteristics in the implementation of equal pay.
We will: Review this policy, statement and action points with trade unions and professional organisations as appropriate, every two years and provide a formal report within four years. Inform employees as to how pay practices work and how their own pay is determined. Provide training and guidance for managers and for those involved in making decisions about pay and benefits and grading decisions. Examine our existing and future pay practices for all our employees, including part-time workers, those on fixed term contracts or contracts of unspecified duration, and those on pregnancy, maternity or other authorised leave. Undertake regular monitoring of the impact of our practices in line with the requirements of the Equality Act 2010. Consider, and where appropriate, undertake a planned programme of equal pay reviews in line with guidance to be developed in partnership with the workforce. Responsibility for implementing this policy is held by the Chief Executive of The State Hospitals Board for Scotland. If a member of staff wishes to raise a concern at a formal level within The State Hospitals Board for Scotland relating to equal pay, the Grievance Procedure is available for their use. National Terms and Conditions The State Hospitals Board for Scotland employs staff on nationally negotiated and agreed NHS contracts of employment which includes provisions on pay, pay progression and terms and conditions of employment. These include Agenda for Change, Medical and Dental grades and Executive and Senior Manager. All roles are evaluated using national grading policies and definitions with nationally prescribed pay ranges and terms and conditions of employment. Staff Governance Standard NHS Boards work within a Staff Governance Standard which is underpinned by statute. The Staff Governance Standard sets out what each NHSSctland employer must achieve in order to continuously improve in relation to the fair and effective management of staff. The Standard requires all NHS Boards to demonstrate that staff are: Well informed. Appropriately trained and developed. Involved in decisions. Treated fairly and consistently, with dignity and respect, in an environment where Diversity is valued. Provided with a continuously improving and safe working environment, promoting the health and wellbeing of staff, patients and the wider community. Delivering equal pay is integrally linked to the aims of the Staff Governance Standard.
Analysis of Equal Pay at The State Hospitals Board for Scotland The attached tables provide the following information: The gender pay gap across the Workforce split into the three broad staff groups of Agenda for Change, Executive / Senior Managers and Medical and Dental. The comparison across the three staff groups and the breakdown by grade / job title across each of these three groups. As noted above, whilst there would appear to be some gender pay gap differentials, all staff are paid on national pay scales with very clear rules and regulations about the placing and movement through the salary scales. The occupational segregation among the employees of The State Hospital, providing information on the concentration of men and women, persons who are disabled and persons who are not and persons who fall into a minority racial group and persons who do not. Actions Being Taken to Address Pay Inequality and Occupational Segregation Minimum Level of Earnings In April 2016, there was a commitment given that all employers in NHS Scotland would pay as a minimum the Scottish Living Wage. This resulted in the bottom points of our pay scales being taken away and any staff in training posts where their earnings were less than the Scottish Living Wage had their earnings uplifted to this new rate. Disability Confident In recognition of our commitment to equality and diversity, The State Hospital will take action to meet the aims of the new Disability Confident Scheme which comes into effect from 1 July 2017, which are to: Challenge attitudes towards disability. Increase understanding of disability. Remove barriers to disabled people, and those with long term health conditions in employment. Ensure that disabled people have the opportunities to fulfill their potential and realise their aspirations. Future Actions One of the key actions that will be addressed in the coming year is to improve disclosure rates amongst staff within The State Hospital. Learning from work carried out in other organisations, we will commence a staff awareness campaign about the reasons and rationale for trying to improve disclosure rates so that we can ensure that staff from every diverse group are equally represented in the organisation. April 2017
APPENDIX 1 Data as at April 2017 Table A: Gap - Gap to % Agenda for Change Staff 370 272 0% 642 Medical and Dental Staff 5 9 12% 14 Senior Managers 1 6-7% 7 for Organisation 376 287 7% 663 Table B: Occupational Segregation by Gender Senior Managers Gap to % Grade Chairperson State Hospital 1 1 Executive Manager Grade B 1 1 Executive Manager Grade C 1 2 6% 3 Executive Manager Grade D 1 1 Executive Manager Grade E 1 1 Senior Managers 1 6-7% 7 Gap to % Grade Consultant 4 8 4% 12 Spec Doc Psychiatry Forensic 1 1 41% 2 Medical and Dental Staff Medical and Dental Staff 5 9 12% 14 Administrative Services Gap to % Band Band 2 3 3 Band 3 22 3 4% 25 Band 4 24 1 0% 25 Band 5 17 4-6% 21 Band 6 2 5-11% 7 Band 7 6 6 Band 8A 7 2-3% 9
Administrative Services 81 15 9% 96 Allied Health Profession Band 4 3 3 Band 5 4 4 Band 6 5 1 12% 6 Band 7 2 2 Allied Health Profession 14 1 19% 15 Nursing/Midwifery Band 3 47 82 0% 129 Band 4 5 7-1% 12 Band 5 69 62 3% 131 Band 6 21 33-1% 54 Band 7 14 13 2% 27 Band 8A 3 3 Band 8B 2 2 Band 8C 1 1-23% 2 Nursing/Midwifery 162 198-6% 360 Other Therapeutic Band 5 4 1-10% 5 Band 6 4 4 Band 8A 4 1 5% 5 Band 8B 2 2 Band 8C 3 1 1% 4 Band 8D 1 1 Other Therapeutic 18 3 6% 21 Personal and Social Care Hospital Chaplain - Part-Time 1 1 Personal and Social Care 1 0% 1 Support Services Band 2 61 12-2% 73 Band 3 24 26 1% 50 Band 4 3 3-5% 6 Band 5 2 6-5% 8 Band 6 3 1 5% 4 Band 7 1 6 2% 7 Band 8C 1 1 Support Services 94 55 17% 149 Agenda for Change Staff Grand 370 272 0% 642
Table C: Occupational Segregation by Ethnic Origin Ethnicity Comparison to Hrly Basic rate for JF Medical and Dental Declined 8-5% White - Scottish 5 8% Asian - Indian 1 5% Medical and Dental 14 0 Senior Managers Declined 3-7% White - Scottish 2-13% White - Other 1-11% N/A 1 181% Senior Managers 7 0 Administrative Services Declined 31 6% White - Scottish 58-1% White - Other British 3-10% White - Other 2 5% White - Irish 2-37% Administrative Services 96 0 Allied Health Profession Declined 7 1% White - Scottish 7 5% White - Other British 1-30% Allied Health Profession 15 0 Nursing/Midwifery Declined 185 0% White - Scottish 160 0% White - Other British 7 12% White - Other 5-12% African - African 1-5% White - Irish 2 11% Nursing/Midwifery 360 0 Other Therapeutic Declined 9-2% White - Scottish 8-5% White - Other British 2 39% White - Other 1 71% Mixed or Multiple Ethnic Group 1-23% Other Therapeutic 21 0 Personal and Social Care Declined 1 0% Personal and Social Care 1 0 Support Services Declined 66 4% White - Scottish 76-3% White - Other British 3 9% White - Other 3-11% Asian - Other 1 12% Support Services 149 0 Grand 663 0
Table D: Occupational Segregation by Disability Disabled Comparison to Hrly Basic rate for JF Medical and Dental Declined 2-1% Don`t Know 8-6% No 4 15% Medical and Dental 14 0 Senior Managers Declined 1-11% Don`t Know 5-9% N/A 1 181% Senior Managers 7 0 Administrative Services Declined 11 9% Don`t Know 67-3% No 15 12% Yes 3-3% Administrative Services 96 0 Allied Health Profession Declined 4-1% Don`t Know 6-14% No 5 24% Allied Health Profession 15 0 Nursing/Midwifery Declined 36 23% Don`t Know 230-4% No 91 2% Yes 3-3% Nursing/Midwifery 360 0 Other Therapeutic Declined 2 71% Don`t Know 7-19% No 12 8% Other Therapeutic 21 0 Personal and Social Care Declined 1 0% Personal and Social Care 1 0 Support Services Declined 35 14% Don`t Know 93-6% No 18 10% Yes 3-5% Support Services 149 0 Grand 663 0 The State Hospital, Carstairs, Lanark ML11 8RP Tel: 01555 840293 Fax: 01555 840024 Email: tsh.info@nhs.net Web: www.tsh.scot.nhs.uk