Reports and publications
Gender Pay Gap
The gender pay gap is a defined term in the Regulations and means the difference between the average hourly earnings of men and those of women. This is not the same as equal pay, which is concerned with men and women earning equal pay for the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because of gender. Instead the gender pay gap highlights any imbalance of average pay across an organisation. For example, if an organisation’s workforce is predominantly female yet the majority of senior positions are held by men, the average female salary would be lower than the average male salary.
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (the Regulations) require public sector organisations with over 250 employees to report on and publish their gender pay gap on a yearly basis. This is based on a snapshot from 31 March of each year, and each organisation is duty bound to publish information on their website. The snapshot date for this report is 31 March 2022.
Workforce Race Equality Standard
The NHS Workforce Race Equality Standard (WRES) was introduced to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
The WRES is a standard comprising nine indicators that all NHS Trusts need to assess themselves against. This is on the basis that NHS England has determined a link through staff and patient surveys between the treatment experienced by BME staff and patient experience.
- Workforce Race Equality Standard (WRES)
- Workforce Disability Equality Standard (WDES)
- Workforce Equality Action Plan
Equality, Diversity and Inclusion
- Equality, Diversity and Inclusion Annual Report April 2023 - March 2024
- Equality Objectives April 2024 - March 2028