Gender pay gap and ethnicity pay gap reporting is now a legal requirement for all large organisations. The results can be used to assess the levels of gender and ethnicity equality in our organisation.
The information below is the Gender Pay Gap Report Ethnicity Pay Gap report for NHS Kent and Medway Integrated Care Board (‘’the ICB’’).
As an organisation we are keen to recognise that current guidelines require us, for gender, to segment our colleague population by men and women, however we recognise that gender identity is not binary, and some of our workforce may identify differently.
2024 Gender Pay Gap
It is important to note that the gender pay gap differs from equal pay for equal work.
The gender pay gap shows the difference in the average hourly rates of pay for men and women right across the organisation.
The below two tables show the difference in pay for our male and female workforce members.
As an ICB, women earnt 83p for every £1 that men earnt when comparing median hourly pay. Their median hourly pay is 17% lower than men’s.
Table 1 shows the median disparity between pay for men and women at the ICB
Table 2 breaks our male/female workforce down by pay quartiles and shows the percentage of each gender in each quartile, highest paid is quartile 4 and lowest paid quartile 1.
What contributes to it?
- The gender pay gap shows the difference in the average hourly rate of pay for men and women.
- Whilst we are a predominantly female workforce, male colleagues hold a higher proportion of our higher paid roles within the organisation.
- Women are overrepresented in our lower paid roles within the organisation.
- The upper-middle quartile is our most representative quartile compared with our workforce breakdown.
2024 Ethnicity Pay Gap
The ethnicity pay gap shows the difference in the median hourly rates of pay for white staff and staff whose ethnicity is recorded in ESR as black, Asian, mixed race or other. For the purposes of this report, this grouping is referring to as BME. In real terms, this means BME staff earn eight pence more per one pound than white staff on average.
The below two tables show the difference in pay for our white and BME workforce members.
As an ICB, BME staff earnt 108p for every £1 that white staff earnt when comparing median hourly pay. Their median hourly pay is 1.8 per cent higher for BME staff than white staff.
Table 3 shows the median disparity between pay for BME and white staff at the ICB.
Table 4 breaks our BME/white workforce down by pay quartiles and shows the percentage of each gender in each quartile, highest paid is quartile 4 and lowest paid quartile 1.
What contributes to it?
- Representation is generally comparative across white and BME staff across all pay quartiles.
- 18% of the ICB’s workforce identity as BME (125 employees) and 81% as White (548 employees). This is in-line with the ethnic composition of the population of England.
- In the highest paid quartile (4) the ICB has the highest proportion of BME staff.
Conclusion
We continue to remain focused on actions to improve staff experience and reduce pay gaps. This is the 1st year for reporting on ethnic pay gap and will utilise this as a base line for comparison in the 2025 reporting.
As an organisation, we have committed to a number of actions to address both gender and ethnicity pay gaps including working with our internal networks and their executive sponsors, achieving menopause accreditation award, implementing initiatives to increase representation of women in leadership positions and working to build a medium and long term change plan to reduce workforce inequalities.