The pay gap is largely due to the greater proportion of females employed to work in professional roles that are more likely to feature in the Upper and Upper Middle pay quartiles.
Committing to gender equality
Richard Parry, our chief executive, said: "The Trust is committed to gender equality and inclusion, and we once again present our pay information in a transparent and accessible way.
“As part of improving our overall gender balance, we are continuing to focus on increasing the number of females in our organisation, particularly in those roles that tend to be more male dominated such as engineering and skilled trades.
“During 2021 we launched inclusion circles to create networking opportunities and safe places to share views and seek support, a formal mentoring programme, and a Growth Development Programme in Engineering. We also launched an Inclusion Playbook educating colleagues and managers about Inclusion and Diversity.
“Our plans for 2022 include launching Women in Leadership programmes to support and empower our current female managers and focussing on early careers and increasing interest amongst young women in STEM activities.”
Our Gender pay Gap Statement shows the gender pay gap and bonus gap at the Trust at the “snapshot date” - i.e. 5 April 2021 (pay) and in the 12 months reference period to 5 April 2021 (bonus).
