Trust average hourly rate

  • The average (mean) gender pay gap across the overall workforce has widened slightly, increasing from 9.1% to 10% in favour of male staff. However, when focusing specifically on Agenda for Change (AfC) staff, the gap has narrowed, improving from 1.0% to 0.4%.
  • In terms of the median pay gap, the overall workforce saw a shift from -0.2% to -0.5%, indicating a growing pay advantage for female staff. Among AfC staff, the median gap changed from -3.8% to -2.5%, showing a slight reduction in the pay advantage previously held by female staff.
Bar graph comparing average and median hourly rates between males and females.

Trust average hourly rate graph description: Bar graph comparing average and median hourly rates between males and females. The y-axis ranges from £0 to £25. The x-axis includes two categories: 'Avg. Hourly Rate' and 'Median Hourly Rate'. In the 'Avg. Hourly Rate' category, males earn £22.43 (orange bar) and females earn £20.18 (purple bar). In the 'Median Hourly Rate' category, males earn £19.00 (orange bar) and females earn £19.09 (purple bar).

Agenda for Change only:

Bar graph comparing average and median hourly rates between males and females on Agenda for Change.

Trust average hourly rate Agenda for Change only graph description: Bar graph comparing average and median hourly rates between males and females on Agenda for Change. Two sets of bars are shown: one for average hourly rate and one for median hourly rate. Each set includes an orange bar for males and a purple bar for females. For average hourly rate, males earn £19.64 and females earn £19.55. For median hourly rate, males earn £18.37 and females earn £18.84. Values are displayed at the top of each bar.

  • Lower quartile: male 21%, female 79%. No change observed: the distribution remained consistent.
  • Lower middle quartile: male 26.1%, female 73.9%. Improved, with female representation decreasing from 77.7% to 73.3%.
  • Upper middle quartile: male 18.9%, female 81.1%. Slight improvement, increasing from 80.7% to 81.1%.
  • Upper quartile: male 27.6%, female 72.4%. Deteriorated, with female representation falling from 75.2% to 72.4%.

Trust average hourly rate: BME staff

  • The average (mean) ethnicity pay gap across the overall workforce has widened, increasing from 15.4% to 17.2% in favour of male staff from Black and Minority Ethnic (BME) backgrounds.
  • However, when focusing solely on Agenda for Change (AfC) staff, the gap has significantly improved, narrowing from 3.1% to just 0.4%.
Bar graph comparing the average hourly rate between BME males and females.

Trust average hourly rate BME staff graph description: Bar graph comparing the average hourly rate between BME males and females. The orange bar represents males with an average hourly rate of £23.81, while the purple bar represents females with an average hourly rate of £20.31. The y-axis ranges from £0 to £25.

Agenda for Change only:

Bar graph comparing the average hourly rate between males and females on AFC only.

Trust average hourly rate BME AFC only graph description: Bar graph comparing the average hourly rate between males and females on AFC only. The y-axis ranges from £0 to £20. The x-axis represents the average hourly rate. The orange bar for males shows £18.42, and the purple bar for females shows £18.35.

Trust average AFC hourly rate: ethnicity group

  • Between 2024 and 2025, the average gender pay gap for AfC female staff showed varied trends across ethnic groups:
  • White: Gap widened slightly from 1.9% to 2.2%
  • Indian: Gap narrowed significantly from 5.6% to 2.5%
  • Pakistani: Gap reduced from 7.3% to 5.3%, though still notable
  • African: Gap remained stable, decreasing marginally from 2.5% to 2.4%

White: 

Bar graph comparing the average hourly rate between white males and females on AFC.

Trust average AFC hourly rate ethnicity group white graph description: Bar graph comparing the average hourly rate between white males and females on AFC. The y-axis ranges from £0 to £25 and the x-axis is labeled 'Avg. Hourly Rate'. The orange bar for males shows an average hourly rate of £20.21, and the purple bar for females shows £19.78.

African:

Bar graph comparing the average hourly rate between African males and females.

Trust average AFC hourly rate ethnicity group African graph description: Bar graph comparing the average hourly rate between African males and females. The y-axis ranges from £0 to £20 and the x-axis is labelled 'Avg. Hourly Rate'. The orange bar for males shows an average hourly rate of £18.16, and the purple bar for females shows £17.72.

Indian:

Bar graph comparing the average hourly rate between Indian males and females.

Trust average AFC hourly rate ethnicity group Indian graph description: Bar graph comparing the average hourly rate between Indian males and females. The y-axis ranges from £0 to £20 and the x-axis is labelled 'Avg. Hourly Rate'. The orange bar for males shows an average hourly rate of £18.94, and the purple bar for females shows £18.48.

Pakistani:

Bar graph comparing the average hourly rate between Pakistani males and females.

Trust average AFC hourly rate ethnicity group Pakistani graph description: Bar graph comparing the average hourly rate between Pakistani males and females. The y-axis ranges from £0 to £20 and the x-axis is labelled 'Avg. Hourly Rate'. The orange bar for males shows an average hourly rate of £18.58, and the purple bar for females shows £17.65.

Trust mean hourly rate: ethnicity group

  • The most significant gender pay disparity within the non-Agenda for Change (non-AfC) workforce is observed among Indian female colleagues.
  • While the overall mean gender pay gap for Indian staff has improved, this progress is largely driven by those employed under AfC terms.
  • In contrast, Indian female staff outside the AfC framework continue to experience the largest pay gap compared to their male counterparts.
Horizontal bar graph comparing median hourly pay between males and females across six ethnic groups.

Trust mean hourly rate ethnicity group graph description: Horizontal bar graph comparing median hourly pay between males and females across six ethnic groups. The y-axis lists African, Caribbean, Bangladeshi, Pakistani, Indian, and White. The x-axis ranges from £0 to £30. Purple bars represent females and orange bars represent males. Pay rates are: African – Female £18.22, Male £20.85; Caribbean – Female £19.59, Male £21.74; Bangladeshi – Female £16.19, Male £18.04; Pakistani – Female £19.20, Male £24.17; Indian – Female £22.17, Male £28.15; White – Female £20.16, Male £21.41.

Agenda for Change only:

Horizontal bar graph comparing average hourly earnings between males and females on AFC only across six ethnic groups.

Trust mean hourly rate ethnicity group AFC only graph description: Horizontal bar graph comparing average hourly earnings between males and females on AFC only across six ethnic groups. The x-axis ranges from £0 to £25. The y-axis lists African, Caribbean, Bangladeshi, Pakistani, Indian, and White. Each group has two bars: purple for females and orange for males. Earnings are: African – Female £19.78, Male £20.21; Caribbean – Female £19.59, Male £21.74; Bangladeshi – Female £16.06, Male £16.19; Pakistani – Female £17.65, Male £18.58; Indian – Female £18.48, Male £18.94; White – Female £19.78, Male £20.21.

Bonus pay

  • The mean gender pay gap in bonus payments is –33.3%, indicating that, on average, female staff receive higher bonuses than male staff.
  • However, the median gender pay gap is 3.8%, suggesting that the middle value of bonus payments is slightly higher for male staff.
  • These bonuses relate solely to Clinical Excellence Awards (CEAs), which recognise exceptional performance among consultants.