Please note our practices will be closed on Monday 26th August 2024 for the bank holiday
Please note our practices are currently experiencing a clinical system outage. There may be a delay in us answering your request.
Please note our practices will be closed on Monday 26th August 2024 for the bank holiday
Please note our practices are currently experiencing a clinical system outage. There may be a delay in us answering your request.
Every year we report our gender pay gap, which shows the difference between the average earnings of men and women.
The gender pay gap
The gender pay gap is not the same as equal pay, and reporting a gender pay gap does not mean that women are paid less than men for doing the same job. Instead, it shows that on average, men occupy higher paying roles than women.
We employ around 400 staff. We have a gender pay gap because the vast majority of those staff – 87% – are women. This reflects the position within the wider NHS and healthcare system, which employs significantly more women than men.
Year | Women | Men |
2023/24 | 87% | 13% |
2022/23 | 89% | 11% |
2021/22 | 87% | 13% |
Mean and median hourly pay
The gender pay gap is the percentage difference between average hourly earnings for men and women, calculated as a percentage of men’s hourly earnings rate. A positive percentage value indicates that men have a higher pay rate in comparison to women.
The table below provides details of our most recent gender pay gap analysis for 2023/24 compared with the previous two years:
Year | Difference in mean (average) hourly rate of pay | Difference in median hourly rate of pay |
2023/24 | 33.47% | 49.52% |
2022/23 | 52% | 48.2% |
2021/22 | 51% | 53% |
Although the median gap remains largely unchanged, the figures show a significant decrease in the mean gender pay gap. This is because the percentage of women in the highest paid jobs has increased over the past year, while the percentage of men has decreased.
This shows that relatively small changes in the distribution of men across different pay quartiles can have a significant impact on our gender pay gap.
Quartile | Women | Men | ||||
2021/22 | 2022/23 | 2023/24 | 2021/22 | 2022/23 | 2023/24 | |
1 – Lower hourly pay quartile (lowest paid) | 89% | 94% | 65% | 11% | 6% | 35% |
2 – Lower middle hourly pay quartile | 96% | 97% | 91% | 4% | 3% | 9% |
3 – Upper middle hourly pay quartile | 94% | 94% | 96% | 6% | 6% | 4% |
4 – Upper hourly pay quartile (highest paid) | 71% | 72% | 94% | 29% | 28% | 6% |
It is important to note that the vast majority of senior staff, which includes our practice operations managers and executive team, are women (78%). Although GP partners are not included in gender pay gap reporting, 74% (14 out of 19) of our partners are also female.
Summary
We work hard to create a diverse and inclusive work environment which offers equal opportunities and treatment for all of our staff. We want our teams to feel valued and rewarded for the dedication they show to our patients, and are accredited by the Living Wage Foundation to support our lowest paid staff. We also review the pay of all staff annually.
We are committed to narrowing the gender pay gap by attracting more men to our workforce and continuing to increase the proportion of women in senior roles. However, the pay gap figure is unlikely to change significantly unless we are able to achieve a more even split between the total numbers of male and female staff we employ.
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