1. 17 September 2018
Gender Pay Gap Report
Publication Date: March 2018

2. Introduction Gender Pay Gap Report
17/09/2018
Introduction
We employ approximately 6,450 FTE at Portsmouth Hospitals NHS Trust.
Like many other NHS hospitals, the female workforce make up the majority of our total staffing at 78%, with the remaining 22% who are male.
The bar graph (right) illustrates each of the different staff groups that make up our total workforce, broken down by the gender characteristic.
The Governments Equalities Office have asked each trust to report and publish the following metrics;
Mean Gender Pay Gap
Median Gender Pay Gap
Mean Bonus Gender Pay Gap
Median Bonus Gender Pay Gap
Proportion of Males and Females receiving a bonus payment.
Proportion of males and females in each quartile pay-band.
Gender Pay Gap Report

3. Ordinary Pay and Bonus Pay
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Ordinary Pay and Bonus Pay
For the purposes of Gender Pay Gap Reporting. All trusts have been instructed to split out all payments received by the workforce over the financial year into 2 defined categories;
Ordinary Pay
Bonus Pay
Following the Government Equalities Office guidelines, our trust have listed a few examples of the types of payments that are included under either ordinary or bonus pay for the gender pay gap reporting metrics illustrated throughout this report.
Examples of Ordinary Pay Payments
Examples of Bonus Pay Payments
Basic Pay
Waiting List Initiative Payments
Banding Supplements & Cash Floor Payments
Clinical Excellence Awards
Cost of Living
Recruitment and Retention Payments
Management responsibilities (including CD)
Long Service Awards
On-call payments
Family Plan Work
Pay Protection
OMP / SMP payments
BH / Weekend / Unsocial Allowances & Enhancements
WTD Payments
Chair / Executive Fees
Locum / Temporary Work Payments
Gender Pay Gap Report

4. 1. Mean Gender Pay Gap Gender Pay Gap Report The calculation
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1. Mean Gender Pay Gap
The calculation
(A-B) x 100 A
A is the mean hourly rate of pay of all male full-pay relevant employees.
B is the mean hourly rate of pay of all female full-pay relevant employees.
The result is expressed as a percentage.
The Results
The result illustrates that females earn (35.5%) less than males when calculating the Mean Gender Pay Gap. This is slightly higher in comparison to neighboring acute trusts, however this could be how each trust has decided to categorize their payments that employees have received under “ordinary” or “bonus”.
Deeper analysis demonstrates that some of the reasons for the gap in pay include the following;
Whilst the trust employs more female workers than male workers, a greater proportion of male workers occupy senior posts and receive on-call and clinical director allowances.
Gender Pay Gap Report
Please note: The Gender Pay Gap Reporting Guidance to calculating hourly rate is as follows;
The hourly rate has been calculated by adding the ordinary pay and bonus pay together for each employee, (7 divided by days to provide a weekly pay figure for the relevant pay period, then divide this amount by the employees weekly working hours.

5. Median Gender Pay Gap Gender Pay Gap Report The calculation
17/09/2018
Median Gender Pay Gap
The calculation
(A-B) x 100 A
A is the median hourly rate of pay of all male full-pay relevant employees.
B is the median hourly rate of pay of all female full-pay relevant employees.
The result is expressed as a percentage.
Results
The result illustrates that females earn (11%) less than males when calculating the Median Gender Pay Gap.
Deeper analysis demonstrates that some of the reasons for the gap in pay include similar reasons to the mean gender pay gap in the previous slide;
Whilst the trust employs more female workers than male workers, a greater proportion of male workers occupy senior posts and receive on-call and clinical director allowances.
Gender Pay Gap Report
Please note: The Gender Pay Gap Reporting Guidance to calculating hourly rate is as follows;
The hourly rate has been calculated by adding the ordinary pay and bonus pay together for each employee, (7 divided by days to provide a weekly pay figure for the relevant pay period, then divide this amount by the employees weekly working hours.

6. Mean Bonus Gender Pay Gap
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Mean Bonus Gender Pay Gap
The calculation
(A-B) x 100 A
A is the mean bonus pay of all male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.
B is the mean bonus pay of all female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.
Female and male relevant employees who were not paid bonus pay during the 12 month period ending with the snapshot date are not included.
The result is expressed as a percentage.
Results
The result illustrates that females earn (61.4%) less than males when calculating the Mean Bonus Gender Pay Gap.
Deeper analysis demonstrates that some of the reasons for the gap in pay include;
A greater proportion of medical workforce who are male apply and receive payments for clinical excellence awards and are significantly more likely to undertake additional work to bring waiting lists down for patients.
No other staff groups receive these types of bonus payments.
We have a higher number of female workforce who are part-time.
Gender Pay Gap Report

7. Median Bonus Gender Pay Gap
17/09/2018
Median Bonus Gender Pay Gap
The calculation
(A-B) x 100 A
A is the median bonus pay of all male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.
B is the median bonus pay of all female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.
Female and male relevant employees who were not paid bonus pay during the 12 month period ending with the snapshot date are not included.
The result is expressed as a percentage.
Results
The result illustrates that females earn (81.1%) less than males when calculating the Median Bonus Gender Pay Gap. Deeper analysis demonstrates that some of the reasons for the gap in pay include similar reasons to the mean bonus gender pay gap in the previous slide;
A greater proportion of the trusts medical workforce who are male apply and receive payments for clinical excellence awards and are significantly more likely to undertake additional work to bring waiting lists down for patients.
No other staff groups receive these types of bonus payments.
We have a higher number of female part-time staff.
Gender Pay Gap Report

8. Proportion of Males & Females Receiving a Bonus Payment
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Proportion of Males & Females Receiving a Bonus Payment
First calculation Second Calculation
A x C x100
B D
A is the number of male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.
B is the number of male relevant employees
C is the number of female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.
D is the number of female relevant employees
Results
The result illustrates that 11.2% male relevant employees received a bonus payment and 2.0% of female relevant employees received a bonus payment.
Deeper analysis demonstrates that some of the reasons for the gap in pay include;
A greater proportion of the trusts male medical workforce apply and receive payments for clinical excellence awards and are significantly more likely to undertake additional work to bring waiting lists down for patients.
A greater proportion of female workers are part – time / request flexible working patterns and are less likely to work additional hours.
Gender Pay Gap Report

9. Proportion of Males & Females in Each Quartile Band
17/09/2018
Proportion of Males & Females in Each Quartile Band
First calculation Second Calculation
A x B x100
C C
A is the number of male full-pay relevant employees in the quartile
B is the number of female full-pay relevant employees in the quartile
C is the total number of employees in the quartile
The results
All female staff and all male staff are ranked separately according to their pay (ordinary and bonus pay combined). They are then put in to four quartiles with;
Quartile 1 being lowest paid staff
Quartile 2 being lower middle – paid staff
Quartile 3 being upper middle – paid staff and;
Quartile 4 being highest paid staff.
Illustrated on the next slide, males are under-represented in Quartile 1, 2 and 3 and show a higher proportion of males in quartile 4.
Quartile 4 has a higher number of male, medical and dental workforce who receive a large number of bonus payments (WLI payments, Clinical Excellence Awards etc). In addition, they are more likely to receive allowances and payments for on-call and management responsibilities and temporary work payments for additional work undertaken. Furthermore, our board of directors are predominately male and also contribute to the overall 78.8% seen in the highest paid quartile.
Gender Pay Gap Report