Outcome A3
- Reduce protected characteristic pay gaps resulting from diversity imbalance across NHS pay bands.
- Address inequality of access to digital/online resources, providing equity of access to learning opportunities regardless of circumstance.
Workforce monitoring statistics and reporting
NHS Golden Jubilee introduced disability and ethnicity pay gap reporting within our annual workforce monitoring reports in 2021, ahead of legislative changes. The below tables provide an overview of data up to 31 March 2024.
Ethnic Minority Pay Gap
The table below shows the average hourly pay split by ethnicity for members of the workforce on Agenda for Change, Medical and Dental, and Senior Managers pay scales:
| Grade | Minority Ethnic | Don't know | Prefer not to say | White | Average |
| Agenda for Change | £18.04 | £20.89 | £19.15 | £18.76 | £18.92 |
| Medical and Dental | £40.18 | £53.58 | £47.65 | £47.89 | £46.20 |
| Senior Managers | £24.99 | £46.83 | £41.37 | ||
| Average | £23.39 | £23.66 | £22.19 | £20.44 | £21.10 |
The average hourly rate for Ethnic Minority colleagues is £2.95 higher than for white (£23.39 versus
£20.44). Some of this differential may be able to be accounted for due to the higher proportion of
Ethnic Minority colleagues in the Medical and Dental job family, compared to the proportion of Ethnic
Minority colleagues in the Agenda for Change job families.
Disability Pay Gap
The table below shows the average hourly pay split by declared disability status for members of the workforce on Agenda for Change, Medical and Dental, and Senior Managers pay scales:
| Grade | Don't know | Non disabled | Pefer not to say | Disabled | Average |
| Agenda for Change | £18.09 | £18.99 | £20.11 | £19.21 | £18.92 |
| Medical and Dental | £48.41 | £46.48 | £37.85 | £55.30 | £46.20 |
| Senior Managers | £41.34 | £41.37 | |||
| Average | £19.92 | £21.23 | £22.65 | £20.18 | £21.10 |
The average hourly rate for a colleague who has indicated that they have a disability is £1.05 lower than a colleague who has indicated that they do not have a disability (£20.18 versus £21.23). There are a number of factors that should be taken into account when analysing this data, including:
- Staff within lower banded roles have chosen to disclose a disability
- Staff within higher banded roles have chosen not to disclose a disability.
Given that only 1.5% of the NHS Golden Jubilee workforce have chosen to disclose a disability, it can be assumed this figure will be considerably higher when compared with census data for Scotland, which states that 19.6% of the population indicated they have a disability or long term health condition.
Within our next set of Equality Outcomes, we will implement targeted measures to address this pay gap
by encouraging staff to disclose their disability status alongside measures to upskill and promote staff
within lower banded roles.
Gender Pay Gap
The table below shows the average hourly pay split by gender for members of the workforce on Agenda
for Change, Medical and Dental, and Senior Managers pay scales:
| Grade | Female | Male | Average |
| Agenda for Change | £18.91 | £18.97 | £18.92 |
| Medical and Dental | £43.76 | £47.04 | £46.20 |
| Senior Managers | £36.07 | £50.20 | £41.37 |
| Average | £19.63 | £25.16 | £21.10 |
The average hourly rate for women is £5.53 lower than for men (£19.63 versus £25.16). Much of this
differential is related to the greater number of men in the Medical and Dental job family at Consultant
grade. This means that higher paid female staff tend to be outliers, more so than their male counterparts.
Digital inequality and access to online learning
The rapid shift towards virtual learning has introduced a number of inequalities for staff, particularly
with respect to certain roles and pay bands. Throughout 2021we worked closely with our eHealth and
Learning and Organisational Development teams to identify barriers to access and implement solutions
to mitigate these where practicably possible.
A total of 23 laptops and 18 iPads were bought and distributed across the organisation to ensure
that every staff member has an equal opportunity to participate in virtual training and professional
development programmes.
