Gender pay gap reporting is now a legal requirement for all large organisations. The results can be used to assess the levels of gender equality in our organisation.
The information below is the Gender Pay Gap Report for Kent and Medway Clinical Commissioning Group. The CCG was closed on 30 June 2022 and replaced by the NHS Kent and Medway Integrated Care Board (“the ICB”). Staff from the CCG transferred into NHS Kent and Medway. However, given that at the time of the data set reported upon (31st March 2022) the ICB did not exist, this report is shared in the name of the CCG. Our first report as an ICB will be published in 2024.
As an organisation we are keen to recognise that current guidelines require us 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
2023 Gender Pay Gap (reporting on 2022 CCG data as above)
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 a CCG, women earnt 81p for every £1 that men earnt when comparing median hourly pay. Their median hourly pay is 19% lower than men’s.
Table 1 shows the median disparity between pay for men and women at the CCG 
Table 2 breaks our male/female workforce down by pay quartiles and shows the percentage of each gender in each quartile
What contributes to it?
- The gender pay gap shows the difference in the average hourly rate of pay for men and women.
- There are a higher proportion of male colleagues represented in the upper quartile of the organisation in comparison with the overall total. It is noted that this is disproportionately high, as is the percent of women represented in our lower hourly paid quartile compared with our wider workforce.
- The upper-middle quartile is our most representative quartile compared with our workforce breakdown.
- There are a lower proportion of male colleagues represented in the lower quartile of the organisation in comparison with the overall total.
Conclusion
After analysing our Gender Pay Gap data along side other reports (such as the number of appointment made at the CCG in the relevant period) it is clear that the CCG appointed a disproportionately high number of men in the most senior roles.
As an ICB we have already taken a number of activities to address this, including launching a Ddebiased recruitment training programme, and a career mentoring programme for women. We will report on the impacts of these in our next Gender Pay Gap Report.
I confirm that the gender pay gap information provided in this report is accurate.
Rebecca Bradd
Chief People Officer