Gender Pay Gap

In 2018, it became mandatory for all public sector employers with more than 250 employees to measure and publish their gender pay gap information. Since then, employers have had a responsibility to publish data annually, on both their own websites and on the government’s.

Individually each CCG are not required to publish this data due to each being below the 250-employee threshold. However, Staffordshire and Stoke on Trent CCG’s have agreed and welcome the opportunity to publish this information collaboratively. This is further demonstration of the CCG’s working together and taking a beyond compliance approach to gender equality.

Equal pay means that men and women in the same employment who are performing equal work must receive equal pay, as set out in the Equality Act 2010.

The gender pay gap is a measure that shows the difference in average earnings between men and women across an organisation or the labour market.

There are six steps to gender pay gap reporting

  1. Step one: Planning the report
  2. Step two: Use ESR reports to produce the figures
  3. Step three: Enter the data into the government website
  4. Step four: Analyse the reasons behind the figures
  5. Step five: Write a narrative
  6. Step six: Create an action plan to the narrative

For more information on the six steps and the gender pay gap, please click this link; Addressing the Pay Gap which will take you to a guidance document produced by NHS Employers.

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