NHS Grampian Equal Pay Monitoring Report April 2017 This document is also available in large print, and in other formats, upon request. Please contact Corporate Communications on Aberdeen (01224) 552245 or 551116. 1
Contents Page 1. Why produce this report? 3 2. The new expanded content of the Report 3 3. The NHS Grampian Equal Pay Statement 4 4. Gender pay analysis 5 5. Ethnicity pay analysis 7 6. Disability pay analysis 8 7. Occupational segregation by gender 8 8. Occupational segregation by ethnicity 9 9. Occupational segregation by disability 10 10. Comments 11 2
1. Why produce this report? The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, came into force on 27 th May 2012. The Regulations included a number of measures to monitor public bodies to ensure that there was no gender inequality in their rates of pay between men and women doing the same job. The monitoring measures included: A requirement for public bodies to publish every two years from 30 th April 2013 onwards, information on any Gender Pay Gap. This information should be shown as any difference: between the men s average hourly pay (excluding overtime) and women s average hourly pay (excluding overtime). The information published must be based on the most recent data available. Public bodies must publish every four years a statement on equal pay. NHS Grampian has complied fully with these requirements and published Equal Pay information by the due dates in April 2013 and April 2015. 2. The new expanded content of the Report The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 also included a requirement that from April 2017 onwards, the equal pay statement must also specify: (a) The authorities policy on equal pay amongst its employees between (i) (ii) (iii) 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, and (b) occupational segregation amongst its employees, being the concentration of (i) men and women; (ii) persons who are disabled and persons who are not: and (iii) persons who fall into a minority racial group and persons who do not, in particular grades and in particular occupations. The information published must be based on the most recent data available. This is the new expanded NHS Grampian Equal Pay Monitoring Report 2017. It is the first Report produced in the new format. Comments on this new format and the content of the Report are most welcome and can be made as described on page 11. 3
3. The NHS Grampian Equal Pay Statement NHS Grampian 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. This will apply regardless of an employees: Race Disability Age Sex (male or female) Sexual orientation Gender reassignment Pregnancy and maternity Marriage and civil partnership Religion or belief NHS Grampian recognises that in order to achieve equal pay, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias. NHS Grampian also wishes to comply fully with the Public Sector Equality Duty as defined in the Equality Act 2010, Part 11, Chapter 1, Section 149 which states: (1) A public authority must, in the exercise of its functions, have due regard to the need to- (a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited under this Act, (b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; (c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it. NHS Grampian is committed to: Informing employees how pay regulations operate and how their own pay is calculated. Providing training for managers and for those involved in making decisions about pay and benefits and grading decision. Examine our existing and future pay practices for all of our employee, including part-time workers, those on fixed term contracts or contracts of unspecified duration, and those on pregnancy, maternity and other leave. 4
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. Follow up promptly any concerns raised by staff or their representative organisations about pay or terms and conditions. 4. Gender pay analysis This is shown in Table One below. This table shows: 91.8% of NHS Grampian staff (19,453) are in the Agenda for Change Category. In this category, females earn on average 23 pence per hour more than males. 8.0% of NHS Grampian staff (1,702) are in the Medical and Dental Category. In this category, males earn on average 4.78 per hour more than females. O.2% of NHS Grampian staff (18) are in the Senior Managers Category. In this category males earn on average 5.84 per hour more than females. Within NHS Grampian, 91.8% of female earn slightly more than males per hour (+ 23 pence). 8.2% of males earn more than females per hour, either 4.78 per hour for Medical and Dental staff or 5.84 per hour for Senior Managers. These figures indicate that there is a slight gender pay gap, both positively and negatively within groups, but within the workforce as a whole this is negligible. 5
Job Family Table One Gender Pay Gap analysis - hourly rate comparison - NHS Grampian staff - 2017 Female Male Combined Gender Count Gender Count % of Job Family Average Basic Hourly Rate Count of Gender Gender Count % of Job Family Average Basic Hourly Rate Monetary Variance M to F Monetary Variance M to F % Total Gender Count Total Average Basic Hourly Rate Agenda for Change 17,028 87.5% 13.42 2,425 12.5% 13.19-0.23-1.76% 19,453 13.39 Hospital Medical and Dental 871 51.2% 28.35 831 48.8% 33.13 4.78 14.43% 1,702 30.68 Senior Managers 18 52.9% 38.60 16 47.1% 44.44 5.84 13.14% 34 41.35 NHS Grampian Total 17,917 84.6% 14.17 3,272 15.4% 18.40 4.23 23.01% 21,189 14.82 6
5. Ethnicity pay analysis Table two below shows the average basic hourly rate of pay for staff, broken down by ethnicity. The categories used are those used in the 2011 Scottish Census. The figures indicate that there is no discrimination in pay within NHS Grampian on the grounds of ethnicity. Pay depends on the grade of post held. Table Two Ethnicity - Pay Gap Analysis - hourly rate comparison NHS Grampian Staff - 2017 Total No. of Employments Average Basic Hourly Rate Ethnic Category A White Scottish 11,119 32.06 Other British 1897 29.59 Irish 215 26.64 Gypsy/Traveller Polish 15 47.82 Other 616 28.89 B Mixed or multiple ethnic groups Mixed or Multiple Group 63 19.90 C Asian, Asian Scottish or Asian British Asian 289 19.07 D African African 1 38.72 E Caribbean or Black Caribbean or Black 10 25.03 F Other ethnic group Other 65 31.22 Don't Know 1,136 26.50 G Prefer not to answer 5,763 37.70 NHS Grampian Total 21,189 14.82 7
6. Disability pay analysis Table Three below shows the average basic hourly rate of pay for staff who have identified themselves to us as having a disability. The average hourly rate for nondisabled staff is also shown for comparison purposes. As can be seen, the average hourly rate of pay for disabled staff in NHS Grampian is 26 pence per hour more than non-disabled people. Table Three Disability - Pay Gap Analysis - hourly rate comparison NHS Grampian Staff - 2017 Responses to the question, Do you consider yourself to be disabled? Total No. of Employees Average Basic Hourly Rate Yes 110 15.31 No 17,149 15.05 Declined to comment 3,674 11.76 Don't Know 256 18.24 NHS Grampian Total 21189 14.82 7. Occupational segregation by gender There is no intentional occupational segregation in NHS Grampian, nor is there any gender bias in the filling of posts. NHS Grampian is careful to promote all healthcare posts as being open to both males and females equally. All NHS Grampian staff appointments are made on merit, free from any gender bias. However, there are still historical issued to be addressed, especially in the field of Nursing and Allied Health Professions (AHP), these are explored at 7(i) below. (i) Nursing and Allied Health Professions (AHP) Traditionally, nursing and AHP professions have attracted far more females than males to train for these professions. Nursing is the biggest single occupation in the NHS by far, hence, all Health Boards in Scotland have a much higher proportion of female staff to male staff. NHS Grampian is typical with 84.6% of its staff being female while 15.4% of staff are male. The majority of female staff are concentrated in the nursing and AHP professions. NHS Grampian is working hard to promote all NHS jobs to both males and females equally. The Universities are also playing their part to encourage more males to train for nursing or AHP careers. 8
NHS Grampian is careful in all of our advertising material for nursing and AHP posts to avoid sexual stereotyping. Our recruitment literature shows an equal number of male and female staff in these roles and projects a very positive image of both male and female nurses and AHP s. (ii) Medical and Dental NHS Grampian has 1,702 medical and dental staff. 871 are female (51%) and 831 are male (49%). NHS Grampian has worked hard to promote medical and dental posts to both females and males equally and the figures show that this approach has worked. (iii) Support Staff Historically, Portering Services were seen as a male occupation, while Domestic Services were seen as a female occupation. NHS Grampian has worked hard to break down these stereotypes and promote jobs in Portering Services and Domestic Services as equally attractive to both males and females. This approach has been successful and will continue. (iv) Executive Cohort The current NHS Grampian Executive Cohort comprises 15 persons. There are 7 females and 8 males. These figures indicate that recruitment procedures for senior posts within NHS Grampian are fair and free from any gender bias. (v) Senior Managers There are 39 staff on Senior Manager Grades A to H, comprising 20 females and 19 males. These figures indicate that recruitment procedures for senior posts within NHS Grampian are fair and free from any gender bias. (vi) Health Board members The NHS Grampian Health Board comprises 18 persons. The gender make up as at 31st March 2016 was 8 females and 10 males. This indicates that the NHS Grampian Health Board has a fair gender balance. 8. Occupational segregation by ethnicity There is no intentional occupational segregation by ethnicity within NHS Grampian. There are however two trends which require explanation: (i) Over representation of people with a Scottish ethnic origin in support services In 2015/16, the largest ethnic group of staff offered posts by NHS Grampian (74.6%) were people with a Scottish ethnic origin. This group is over represented in percentage terms. This is mainly due to many support services posts being lower paid and most recruitment for these posts being done locally. Given the high cost of living and accommodation in Grampian, it is not financially attractive for most people from outwith the area to apply for these posts. Hence, the over representation in percentage terms of people with a Scottish ethnic origin in support services posts. 9
(ii) Changes to European Immigration Law: November 2008 Since November 2008, employers like NHS Grampian face increased restrictions when attempting to recruit employees from non-european Economic Area (EEA) countries. If a vacant post is not listed on the Shortage Occupation List issued by the UK Border Force, NHS Grampian must adhere to advertising regulations and prove there is no suitable EEA national to take up the post, before permission can be obtained to advertise the post more widely and bring in a non-eea national, under the Points Based Immigration System. The restrictions placed on recruiting non-eea nationals are of benefit to workers settled in the UK but the need to advertise within the EEA first, before advertising outwith, can delay NHS Grampian recruitment to some posts. The European Union immigration arrangements have reduced the number of jobs advertised outwith the EEA by NHS Grampian since 2008. This has led to a downward trend in the recruitment of non-eea applications. The figures are: % of Applications from non-eea nationals 2008/09 2009/10 2010/11 2011/12 40.63% 25.12% *20.82% 16.51% % of Applications from non-eea nationals Key: *estimated figure 2012/13 2013/14 2014/15 2015/16 19.97% 15.69% 14.04% 8.85% This trend will be monitored. 9. Occupational segregation by disability There is no occupational segregation by disability in NHS Grampian. 110 staff have identified themselves to us as having a disability. These staff are spread across a broad range of occupations. NHS Grampian has been given the right to display the Disability Confident symbol on our literature. This is in recognition of our commitment to employing disabled people and our assurance to interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities. 10
10. Comments Any comments on this Report will also be warmly welcomed. Comments in any language or format can be made: By email to: Nigel.firth@nhs.net By post to: Nigel Firth, Equality and Diversity Manager, Ground Floor Room 4, Foresterhill House, Foresterhill Site, Aberdeen AB25 2ZB By voicemail to: 01224 552245 11