Gender pay gap

Our report, which you can read in full here tells us that the average (mean) hourly rate for our female employees in this organisation is 15.3% lower than our male employees.  The average pay gap in surrounding local Trusts is between 21.2% and 32.1%.

Last year, the gap was 14.74% and so we have not improved on this measure but I will try to explain a little more about why this is below.

The 15.3% gap means that on average our female colleagues earn approximately £2.81 per hour less than male colleagues (£2.62 in the 2017/18 year). However, salary sacrifice arrangements, e.g. childcare vouchers and nursery fees bring down the hourly rate and therefore have an impact on the average (mean) calculation. Many more of our female employees have salary sacrifice arrangements in place, in fact, 88% of them are for female colleagues and so this makes a big difference.  In 2017/18, it was 87% and that 1% difference therefore accounts for some of the widening of the gap.   

When we look at the median calculation (the average hourly rate at the mid-point for each gender) rather than the mean, the pay gap is smaller. The female median hourly rate is 0.4% lower than the male rate.  In 2017/18 it was 0.7%, and so we’ve actually improved on this calculation. Put differently, when comparing median hourly rates, women earn 6p less per hour than male colleagues (and it was 9p in 2018/19). 

There is clearly further work to be done to close our gender pay gap. We do have a greater number of women in our workforce but we also have a higher proportion of women in our lower level roles than in our senior level roles. You have my commitment and the commitment of the Board to continue to advance equal opportunities for all in Solent.

Over the last few years, we have been working together with you to build a great place to work.  We know that there are further improvements to be made and Inclusion is one of the areas that you have said we can focus more on. 

We will share with you more information on Diversity & Inclusion and the Gender Pay Gap as we progress throughout the year. In the meantime, if you wish to raise a query or get involved, please contact Helen Ives, Chief People Officer or Pamela Permalloo–Bass, Diversity and Inclusion Strategy Lead.

Kind Regards

Sue Harriman
Chief Executive