Issue - meetings

Report and presentation attached.

BHRUT officers advised the Sub-Committee that this was the first year in which the Trust had presented figures on gender pay. Of the 6,500 strong BHRUT workforce, 77% were female and 23% make. Figures illustrated however that, the higher the pay band at the Trust, the higher the proportion of male staff. It was noted that however that there were more women than men at the very managements levels of the Trust. 57% of higher paid jobs were held by women but some 83% of lower paid staff were female.

The only pay bonus award available to staff – the Clinical Excellence Award received more applications from male than female staff and also saw fewer part-time workers apply. Some 76 applications had been received for the latest round of 33 awards. Applications were scored by a panel of 9 consultants and 9 managers and results of the awards were published on-line.

The Trust aimed to reduce its gender pay gap which allow better recruitment and retention of women staff in the organisation. BHRUT wished therefore to offer more flexible, family-friendly working and to also take a more gender-neutral approach to recruitment in order to for example attract more applicants fir nursing roles.

Staff were aware of the current position with the Trust’s gender pay gap although the precise impact on staff morale had not been tested.

The Sub-Committee noted the position.