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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.


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
    conversation processes.