Gender Pay Gap Report 2021
Gender pay gap reporting legislation requires legal entities with 250 or more employees to publish statutory calculations every year showing the pay gap between their male and female colleagues.
The COVID pandemic has understandably impacted our progress reaching some of our milestones this year, however, we are pleased to have made some real traction with a multitude of activities.
We formally launched our Reward Frameworks and Pay and Reward Policy ensure consistency and structure on the application of pay and benefits across the
Agenda for Change
As we are constrained by national arrangements for Agenda for Change colleagues’ pay rates, we have advocated on behalf of our colleagues for continued increases in pay for colleagues on this scheme.
Social Mobility Pledge
In January 2020 we signed up to the Social Mobility Pledge. We are continuing our efforts to help support people from a wide variety of backgrounds and circumstances get into work and then progress in their careers.
Gendered Job Adverts
We audited our job adverts and job descriptions to minimise and, where possible, completely remove gendered language to ensure our opportunities appeal to all.
Senior Leadership and Work-Life Balance
We have supported our Senior Leaders, including members of the Executive team, to role model the way through reduced working hours to help them balance home and work commitments.
We continued to roll out a new e-rostering programme to more of our services to enable more colleagues to work flexibly across our services whilst balancing their personal commitments.
We launched a standardised non-discretionary incentive scheme for our middle managers and senior specialists.
Since its re-launch in November 2020 we have been participating in the global Nursing Now #NightingaleChallenge to invest in the next generation of nurses and midwives as practitioners, advocates, and leaders.
We have created a Wellness centre to help support colleagues through the pandemic, this includes access to various wellbeing support as well as our EAP provision.
What we’re planning to do next:
As we emerge from the pandemic, we will explore our workplace and ways of working for the future. This review will look at how we harness and embed some of the positive agile work practices that have taken place throughout the pandemic.
- The aim is to create a diverse talent pool through:
– Maximising workforce flexibility
– Responding to workforce challenges through virtualisation
– Creating and facilitating an environment where people do their best work
– Attracting, retaining, motivating and developing those who will help us transform health and care and deliver better outcomes
- We will continue to support colleagues to balance their work and home commitments with a particular focus on a holistic colleague wellbeing offer during and post COVID.
- We will develop and launch a strategy and associated work plan for equality, diversity and inclusion (EDI) and refresh and deliver EDI training to our entire Senior Leadership Team.
- We will review and update our documents used by Managers when interviewing candidates to improve the level of support available, drive standardisation and minimise the scope for unconscious bias.
- We will do all we can to ensure our Agenda for Change colleagues are included in the future national pay award by working closely with our partners in Clinical Commissioning Groups and Local Authorities.
- We will continue embedding new processes and ways of working as a result of our national turnover review, including refreshed exit interview and stay