Cwm Taf Health Board Gender Pay Equality Review This review has been undertaken in accordance with the Public Sector Equality Duty (PSED) requirement in Wales. The information has been obtained from the Electronic Staff Record (ESR) and is based on staff in post information as at the March 31 st 2012. The information has been set in the context of the 2011 Census, How Fair is Wales 2011 and How Fair is Britain 2010. Similar work was undertaken by the LHB early in 2012 on behalf of the Centre for Equality and Human Rights in Wales, specifically to test the NHS Employers reports and as a result of this there is a possibility that the Health Board may be involved in a national project led by Dr Alison Parken. Historically, workforce profiles have been produced annually for Cwm Taf Health Board (LHB)and the former Pontypridd and Rhondda NHS Trust and gender information has been included in these. Cwm Taf Health Board employ 6417 female staff who account for 80% of the 8300 staff. There are 27.6 million men and 28.5 million women in England and Wales so nearly 51% of the population are female according to the First 2011 census results for Wales. Statistics have not yet been released for the local area. Male staff are clearly under represented in the LHB workforce and this is the case throughout the NHS. The How Fair is Wales report indicates that earnings in Wales are, on average, lower than those in the UK and this holds true at each point of the earnings distribution. Within Wales, amongst those in work, there are striking differences in average pay rates. The gender pay gap in Wales the gap between women s median pay and men s median pay is smaller than in the rest of the UK. In 2010, the median hourly wage for women working full-time was 8% lower than for men working full time. In the rest of the UK, the gap was 10%. The reason for this is that median hourly pay for men working full-time in Wales was, at 11.65, worth 90% of the UK median, where it was 13.01. Women s median hourly pay in Wales was 92% of the UK figure, at 10.72 compared to 11.68 in the UK as a whole. There are differences in hourly pay by age, but the distribution varies according to gender. Women s wages peak at a younger age than men s, both in Wales and the rest of the UK. Women s wages peak between 35 and 39, whereas men s hourly wages peak between 45 and 49.
Disabled people earn less, on average, per hour than non-disabled people, with those who work full-time earning 7% less than nondisabled people. This pattern is consistent across the UK, although the gap is smaller in Wales than elsewhere. Patterns vary among ethnic groups in Wales: Indian men earn more than the male average and Pakistani and Bangladeshi men earn less than the male average. A similar pattern is evident among women. However, when other factors are taken into account it is estimated that ethnicity has no significant impact on earnings in Wales. By religion, hourly earnings are seemingly slightly higher for Hindu and Sikh men and lower for Muslim men compared to the male average although this is based on a small sample size. Whilst the above information is worthy of mention and may warrant further attention in the future, this report is based on the main categories required in the PSED with particular reference to gender. Comments are given as bullet points. Please note that all comparisons are made on the basis that female staff account for 80% of the workforce (as mentioned earlier) and 95% of all part-time staff. This is fundamental to all references to proportionate representation in each category. Job Role Accountant 2 2 Apprentice 1 1 Approved Social Worker 1 1 Assistant 21 7 28 Assistant Psychologist 8 8 Assistant/Associate Practitioner 1 1 Associate Specialist (Closed) 13 35 48 Biomedical Scientist 61 40 101 Board Level Director 7 9 16 Building Craftsperson 11 11 Building Officer 1 82 83 Chair 2 2 Chaplain 2 5 7 Chargehand 1 1 Chief Executive 1 1 Chiropodist/Podiatrist 23 7 30 Chiropodist/Podiatrist Manager 1 1 2 Clerical Worker 262 30 292 Clinical Assistant 1 1 Clinical Director Medical 1 1 Clinical Psychologist 25 7 32
Community Nurse 346 20 366 Community Practitioner 85 24 109 Consultant 65 170 235 Consultant Healthcare Scientist 1 4 5 Cook 4 2 6 Dental Surgery Assistant 18 18 Dietitian 41 41 Dietitian Specialist Practitioner 1 1 Director of Nursing 1 1 Driver 8 8 Engineer 4 4 Finance Director 1 1 Fitter 1 1 Foundation Year 1 21 17 38 Foundation Year 2 17 17 34 Gardener/Groundsperson 8 8 General Dental Practitioner 1 1 2 General Medical Practitioner 15 4 19 Health Care Support Worker 452 75 527 Healthcare Assistant 457 100 557 Healthcare Scientist 11 9 20 Helper/Assistant 29 3 32 Hospital Practitioner 1 2 3 Housekeeper 381 9 390 Librarian 1 1 Maintenance Craftsperson 20 20 Manager 53 34 87 Medical Director 2 2 Medical Laboratory Assistant 31 3 34 Medical Secretary 114 114 Midwife 95 1 96 Midwife Manager 6 6 Midwife Specialist Practitioner 3 3 Music Therapist 2 2 Non Executive Director 3 5 8 Nurse Consultant 1 1 Nurse Manager 89 18 107 Nursery Nurse 52 52 Occupational Therapist 83 10 93 Occupational Therapist Manager 0 0 Officer 733 99 832 Optometrist 2 2 Orthoptist Specialist Practitioner 2 1 3 Orthotist Specialist Practitioner 1 1 Other Community Health Service 1 1 Other Executive Director 3 1 4 Painter/Decorator 1 4 5
Personal Assistant 18 2 20 Pharmacist 64 21 85 Phlebotomist 22 22 Physiotherapist 96 20 116 Physiotherapist Manager 1 1 Porter 1 79 80 Practitioner 2 1 3 Pre-reg Pharmacist 7 1 8 Psychotherapist 2 0 2 Radiographer Diagnostic 59 26 85 Receptionist 49 8 57 Salaried Dental Practitioner 1 1 2 Salaried General Practitioner 1 1 Secretary 8 8 Senior House Officer (Closed) 7 4 11 Senior Manager 64 62 126 Sister/Charge Nurse 54 9 63 Specialist Nurse Practitioner 57 3 60 Specialist Registrar (Closed) 9 4 13 Specialty Doctor 32 41 73 Specialty Registrar 108 87 195 Speech and Language Therapist 45 45 Speech and Language Therapist Manager 1 1 Speech and Language Therapist Specialist Practitioner 1 1 Staff Nurse 1630 180 1810 Student Midwife 24 24 Student Psychotherapist 1 1 Student Technician 2 1 3 Supervisor 12 11 23 Support Worker 355 99 454 Surveyor 1 1 Technical Instructor 64 6 70 Technician 145 86 231 Telephonist 15 1 16 Trainee Practitioner 21 8 29 Trainee Scientist 2 3 5 6629 1685 8314 There is a complete gender divide in some professions with virtually no male representation in Midwifery, Dietetics and Speech Therapy. Virtually no female representation in Building, Trades Crafts and Gardening. In line with How Fair is Britain there is proportionate over representation of females in Clerical, Housekeeping and Caring roles eg HCAs, Community nursing and unqualified roles such as MLAs and Helper/Assistants.
There is proportionate under representation of females in most Medical and Biomedical Scientist roles particularly at higher levels of the career structure and also in Manager and Director posts. Grade Assignment Grade Description Ad-Hoc 32 23 55 Associate Specialist 13 35 48 Band 1 297 18 315 Band 2 1487 367 1854 Band 3 716 109 825 Band 4 538 91 629 Band 5 1431 197 1628 Band 6 866 181 1047 Band 7 729 164 893 Band 8 - Range A 158 73 231 Band 8 - Range B 48 32 80 Band 8 - Range C 38 26 64 Band 8 - Range D 8 17 25 Band 9 3 6 9 Chairman Rct LHB 1 1 Consultant 62 165 227 Consultant Locum 3 1 4 Consultant Locum Max 1 6 7 Executive Director 1 1 Foundation House Officer 1 20 16 36 Foundation House Officer 1 - Sessional 1 1 2 Foundation House Officer 2 17 17 34 Hospital Practitioner (1 Session) 1 1 Other Med/Dental Pract (Sessional) 1 1 PT Med Off/Gen Dental Practitioner 1 1 2 Salaried GP in Primary Care Org 1 1 Salaried Primary Dentist - Scale A 1 1 Senior House Officer - Sessional (Medical) 1 1 Senior House Officer (Medical) 7 3 10 Senior Manager 1 1 Specialist Registrar - Sessional (Medical) 1 1 2 Specialist Registrar (Medical) 6 3 9 Specialist Registrar (Medical) Flexible Trainee New 2 2 Specialty Doctor 27 41 68 Specialty Doctor - Locum 5 5
Specialty Registrar 47 50 97 Specialty Registrar - Locum 2 5 7 Specialty Registrar Core training 38 32 70 Specialty Registrar Flexible Trainee 19 19 Specialty Registrar FTSTA 2 2 6629 1685 8314 Females are proportionately over represented at Band 1 (94%) and over represented at Bands 3-5 and to a lesser extent at Bands 6 and 7. Females are under represented at Band 8, particularly at the higher end, 8C and 8D and also Band 9. They are also under represented in all Medical grades except Senior House Officer. This has improved from the historic situation whereby this profession was male dominated. Staff Group Staff Group Add Prof Scientific and Technic 201 80 281 Additional Clinical Services 1198 223 1421 Administrative and Clerical 1318 255 1573 Allied Health Professionals 356 66 422 Estates and Ancillary 791 348 1139 Healthcare Scientists 82 70 152 Medical and Dental 292 387 679 Nursing and Midwifery Registered 2367 255 2622 Students 24 1 25 6629 1685 8314 Slight over representation of females in Admin and Clerical, Additional Clinical and Allied Health Professional staff group. Significant under representation in Healthcare Scientists (53%) and Medical and Dental (43%) High representation in Nursing and Midwifery Registered (90%) Pay Salary Range Up to 10,000 16 8 24
10,000-20,000 2566 514 3080 20,000-30,000 2276 371 2647 30,000-40,000 1000 275 1275 40,000-50,000 573 183 756 50,000-60,000 60 59 119 60,000-70,000 44 37 81 70,000-80,000 24 48 72 80,000 90,000 19 33 52 Over 90,000 48 147 195 Null 3 10 13 6629 1685 8314 Over representation of females 10k - 30k. Slight under representation 30k - 50k Increasing under representation from 50-60k (50%) down to 23% of staff earning 90k plus. The Poverty Site find that for each of men and women, inequalities in earnings between the top and the bottom are unchanged over the decade. Contract Type Assignment Category Fixed Term Temp 574 242 816 Locum 4 10 14 Non-Exec Director/Chair 1 2 3 Permanent 6050 1431 7481 6629 1685 8314 70% of fixed term staff are female as are 29% of locum staff. The proportion of permanent staff who are female reflects their representation in the workforce. Analysis has shown that a smaller proportion of females (69%) left the organisation in 2011-12. This could be affected by the inclusion of Medical leavers, more of whom are male but otherwise could suggest stability in this workforce.
Work Pattern Employee Category Full Time 3604 1536 5140 Part Time 3025 149 3174 6629 1685 8314 70% of full time staff are female so they are under represented 95% of part time staff are females so they are highly over represented. Assignment Status Assignment Status Acting Up 16 5 21 Active Assignment 6407 1672 8079 Career Break 19 2 21 Internal Secondment 20 3 23 Maternity & Adoption 152 152 Out on External Secondment - Paid 7 2 9 Suspend Assignment 5 5 Suspend No Pay 3 1 4 6629 1685 8314 87% of internal secondees and 78% of external secondees are female suggesting appropriate access to developmental opportunities. 100% of employees on maternity and adoption leave are female although adoption leave is available to both adoptive parents. 90% of career breaks are taken by women but information is not available regarding the reason for their career breaks. Most of the employees who are currently suspended are female and this will be considered further as part of a separate exercise General Observations It is evident that females within the LHB are highly represented in some roles but are not found in any kind of Estates role and to a lesser extent in Medical and Biomedical Science roles. Their contractual status shows that most locums are female, as are fixed term staff although in both cases proportionally less than their
representation in the workplace. Most part-time staff are also female. One of the reasons that women earn less is the fact that so many work part-time. The Poverty Site suggest that nationally while women predominate in part-time employment, the equality in the low-pay risks here suggests that the fundamental problem is the lowly status of part-time work per se, rather than any disadvantage that part-time female employees face relative to part-time male ones. They also found that the proportion of full-time female employees paid less than 8 an hour in 2010 was, at 21%, markedly higher than the 15% of full-time male employees. Thus, while there are as many low-paid full-time men as there are lowpaid full-time women, the difference in these low-pay risks suggests that the fundamental problem here remains one of the disadvantages faced by full-time female employees compared with full-time male ones. Cwm Taf data has therefore been considered from this perspective: Full Time Salary Range Employee Category Up to 10,000 Full Time 3 5 8 10,000-20,000 Full Time 929 431 1360 20,000-30,000 Full Time 1498 349 1847 30,000-40,000 Full Time 645 265 910 40,000-50,000 Full Time 402 178 580 50,000-60,000 Full Time 33 54 87 60,000-70,000 Full Time 28 33 61 70,000-80,000 Full Time 20 46 66 80,000 90,000 Full Time 14 33 47 Over 90,000 Full Time 32 133 165 Null Full Time 9 9 3604 1536 5140 This is slightly different to the overall salary breakdown. 42% of employees working full time and earning less than 10k are female as are 68% of those earning 10-20k. 81% of those earning 20-30k are female which is representative but this decreases from 70% of those earning 30-40k down to 30% of those earning 80-90k and 19% of those earning over 90k
Part Time Salary Range Employee Category Up to 10,000 Part Time 13 3 16 10,000-20,000 Part Time 1637 83 1720 20,000-30,000 Part Time 778 22 800 30,000-40,000 Part Time 355 10 365 40,000-50,000 Part Time 171 5 176 50,000-60,000 Part Time 27 5 32 60,000-70,000 Part Time 16 4 20 70,000-80,000 Part Time 4 2 6 80,000 90,000 Part Time 5 5 Over 90,000 Part Time 16 14 30 Null Part Time 3 1 4 3025 149 3174 81% of those earning less than 10k are female Proportionately significantly over represented in 10,000-40,000 bracket, less so between 50,000 and 60,000. All part time staff in 80-90,000 group are female although they account for just over half of the highest band. There appears to be under representation in the other salary range suggesting there may not be a significant disadvantage other than at the highest and lowest levels. All staff in 80,000-90,000 range are female. They would include Consultants, Senior Managers and Directors. Comparison of Male and Female Hourly Rates for Full Time and Part Time Staff Salary Point Actual Salary Average part time rate for women 23432 15328 Average part time rate for men 29638 18119 Average full time rate for women 28346 28319 Average full time rate for men. 36795 37375 Average actual part-time salary would equate to 9.27 per hour for men and 7.83 per hour for women. Based on actual salary, part time women earn on average 2791 less per annum ( 3.36 per hour) which is 15% less than men.
Average actual full-time salary would equate to 19.11 per hour for men and 14.48 per hour for women Based on actual salary, full time women earn on average 9056 less per annum ( 4.61 per hour) which is 24% less than men. In view of these differences, it was deemed appropriate to further investigate the profile of part-time staff. Job Part Time Role Approved Social Worker 1 1 Assistant 21 5 26 Assistant Psychologist 6 6 Associate Specialist (Closed) 3 1 4 Biomedical Scientist 17 17 Board Level Director 2 2 Building Officer 1 1 Chaplain 1 5 6 Chiropodist/Podiatrist 10 10 Clerical Worker 179 5 184 Clinical Assistant 1 1 Clinical Psychologist 15 3 18 Community Nurse 143 3 146 Community Practitioner 9 9 Consultant 20 14 34 Cook 2 1 3 Dental Surgery Assistant 11 11 Dietitian 11 11 Dietitian Specialist Practitioner 1 1 Driver 8 8 General Dental Practitioner 1 1 General Medical Practitioner 15 1 16 Health Care Support Worker 208 5 213 Healthcare Assistant 216 14 230 Helper/Assistant 17 1 18 Hospital Practitioner 1 2 3 Housekeeper 370 9 379 Manager 13 1 14 Medical Director 1 1 Medical Laboratory Assistant 8 8 Medical Secretary 50 50 Midwife 53 53 Midwife - Manager 1 1 Music Therapist 2 2 Nurse Manager 14 14
Nursery Nurse 28 28 Occupational Therapist 27 27 Occupational Therapist Manager 0 0 Officer 286 6 292 Optometrist 1 1 Orthoptist Specialist Practitioner 1 1 2 Personal Assistant 2 2 Pharmacist 29 2 31 Phlebotomist 19 19 Physiotherapist 26 26 Porter 1 9 10 Psychotherapist 1 0 1 Radiographer - Diagnostic 20 1 21 Receptionist 34 7 41 Salaried Dental Practitioner 1 1 Salaried General Practitioner 1 1 Secretary 4 4 Senior Manager 10 10 Sister/Charge Nurse 11 1 12 Specialist Nurse Practitioner 15 15 Specialist Registrar (Closed) 2 2 Specialty Doctor 17 4 21 Specialty Registrar 19 19 Speech and Language Therapist 24 24 Staff Nurse 591 16 607 Student Psychotherapist 1 1 Student Technician 2 2 Supervisor 10 10 Support Worker 318 16 334 Technical Instructor 32 32 Technician 59 1 60 Telephonist 10 10 Trainee Practitioner 6 6 3025 149 3174 Part-time male staff feature mostly in Assistant, Chaplain, Clerical, Driver, Healthcare Support Worker/Healthcare Assistant, Housekeeper, Officer, Receptionist, Specialty Doctor, Staff Nurse and Support Worker roles so they are mostly grouped in nursing, medical and administrative roles. Part-time females are seen in most roles with the exception of Driving and Building Officers. They are clustered heaving in Clerical, Reception and Secretarial work, Nursing roles both qualified and unqualified, Midwifery, Therapy and Radiography part-time male staff are not found in the latter groups.
Grade Part Time Assignment Grade Description Ad-Hoc 15 4 19 Associate Specialist 3 1 4 Band 1 295 11 306 Band 2 969 65 1034 Band 3 353 7 360 Band 4 212 2 214 Band 5 507 17 524 Band 6 326 11 337 Band 7 212 4 216 Band 8 - Range A 38 3 41 Band 8 - Range B 20 1 21 Band 8 - Range C 10 1 11 Band 8 - Range D 1 1 2 Band 9 3 3 Consultant 19 10 29 Consultant Locum Max 1 5 6 Hospital Practitioner (1 Session) 1 1 Other Med/Dental Pract (Sessional) 1 1 PT Med Off/Gen Dental Practitioner 1 1 2 Salaried GP in Primary Care Org 1 1 Specialist Registrar (Medical) Flexible Trainee New 2 2 Specialty Doctor 14 4 18 Specialty Doctor - Locum 3 3 Specialty Registrar Flexible Trainee 19 19 3025 149 3174 Part-time females are over represented at Band 1 and this includes cooks, assistants, housekeepers and support workers. Part-time female feature positively in senior and middle grade medical posts indicating that it is possible to progress in this area. In terms of non-medical grades, they are slightly overrepresented proportionately at Bands3-7 indicating that there appears to be opportunities to progress and reasonably appropriately represented below and above these grades up to Band 8c. All part-time 9s are female although the numbers employed at this level are low. Band 9 part-time posts would include Board Level Directors and other Senior managers.
Staff Group Part Time Staff Group Add Prof Scientific and Technical 93 12 105 Additional Clinical Services 564 20 584 Administrative and Clerical 580 19 599 Allied Health Professionals 122 2 124 Estates and Ancillary 732 49 781 Healthcare Scientists 19 19 Medical and Dental 78 26 104 Nursing and Midwifery Registered 837 20 857 Students 1 1 3025 149 3174 Proportionately less female staff in Additional Professional Scientific and Technical group and Medical and Dental although as indicated earlier they feature in higher M&D grades. Age Band Part Time Age Band 0-24 49 11 60 25-29 180 10 190 30-34 321 11 332 35-39 388 13 401 40-44 449 10 459 45-49 502 22 524 50-54 487 17 504 55-60 351 14 365 Over 60 298 41 339 3025 149 3174 The largest numbers of part time females are aged between 40 and 54. Significant numbers are also aged 30-39 and over 55. Proportionately, the smallest groups are aged less than 29 and over 60. Gender Pay Objectives The following may be included in the Strategic Equality Plan: 1. Potential commitment to advertising posts at all levels as being suitable for job share and other part-time and flexible
working arrangements in order to provide opportunities for part-time staff to progress within the organisation. 2. Further analysis of contractual status to ascertain why so many females are in non-permanent roles. 3. Further analysis of full and part-time earnings to identify whether there are underlying issues. 4. Depending on findings in 2 and 3 above, to undertake further analysis and determine appropriate action. 5. Further analysis of average earnings to identify potential causes for the significant gap for both full and part time staff and identify action required as appropriate. 6. Participate in Dr Alison Parken s national project if possible.