Workforce
A diverse and culturally aware workforce is better placed to understand and respond to the needs of everyone in our community. We want to ensure that equality and human rights are woven into the way we work and the way we treat our staff so that we can create an environment that promotes equality and embraces diversity.
Equality monitoring is an important way of assessing our progress - indicating whether we are offering equality of opportunity to all groups and are representative of the community we serve.
This report looks into the make-up of our workforce by protected characteristics, as defined in the Equality Act (2010). It uses data taken from the PCT’s Electronic Staff Record (ESR) and identifies possible trends for further consideration. Click here for more
Our data is provided by our staff as part of the recruitment process through NHS Jobs or later when we ask staff to update their records. We know however that we have some areas where people chose not to provide the information, which is their choice, but we do have to address some of the reasons for this, such as a lack of understanding of what we will do with the data or why we want it.
The ‘gender pay gap’ is the gap between male and female hourly earnings.
The Office of National Statistics defines the overall gender pay gap as the comparison between female employees' average pay and male employees' average pay. The gender pay gap is calculated by taking the difference between the male and female averages and dividing it by the figure for male employees.
Nationally, gender pay gaps remain because of the way that men and women’s labour market participation differs. These include (but are not limited to) choice of different occupations, under-valuation of women’s work, the impact of uneven distribution of caring responsibilities, and pay systems that lack transparency. Whilst the NHS has clear equal pay commitments through Agenda for Change, this in itself cannot tackle the distribution of women and men in the workforce which is where the gap will be apparent.
The gender pay gap is as follows:
| Kirklees | Average salary for all paybands | Average salary for agenda for change paybands only |
| Female | £38,736 | £37,278 |
| Male | £47,375 | £42,497 |
| % pay gap | 18% | 12% |
We have a series of Human Resource policies which guide our work, these can be seen here
