Our mean gender pay gap, currently 10.5%, has decreased by an average of 2 percentage points since 2017. However, the median pay gap, currently 13.9%, has remained more static. This suggests that there has been more change at the top and bottom of the grade structure and less movement in the middle.
Overall, the gender pay gap continues to be impacted most significantly by levels of basic pay and the differences in senior representation, followed by allocation of RRP and distribution of on call pay.
Our mean ethnicity pay gap is 7.7%, showing a decrease since 2017. The median pay gap is 8.0%, having risen since 2017 but remaining static this year.
The ethnicity pay gap is impacted most significantly by levels of basic pay and the differences in senior representation, followed by allocation of RRP and distribution of on call pay. The higher proportion of BAME staff being based in London is reflected in the positive effect the London weighting has on the overall pay gap.
Our mean disability pay gap is 7.9% and the median pay gap is 5.5%. Both gaps have increased since 2017 but have levelled off this year. The disability pay gap is impacted most significantly by basic pay.
Notably, the proportion of staff declaring a disability and in receipt of additional pay such as RRP and London weighting and on-call is much lower than that for women and BAME ethnicities, which is why this does not factor as a significant impact. It is also useful to note that currently non-disclosure rates are higher within the more senior pay bands.