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Date: 27 October 2020

Time: 12:13

Gender pay gap

Under the provisions of the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, which relate to public-sector employers in England and Wales, University Hospitals Birmingham NHS Foundation Trust is required by law to publish an annual gender pay gap report.

The Regulations apply to all public sector employers who employ more than 250 employees, and require them to publish details of the gender pay gap for their organisation as it is in the pay period in which 31 March (the "snapshot" date) falls in each year from 2017 onwards. There is a separate requirement for employers to publish gender bonus gap information, based on data for those employees in receipt of bonus pay during the 12 months to 31 March 2019.

The gender pay gap is defined as the difference between the mean or median hourly rate of pay that male and female colleagues receive.

The mean pay gap is the difference between average hourly earnings of men and women. The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women.

UHB data as at the snapshot date of 31 March 2019

  • The mean gender pay gap for the Trust is 28.35%
  • The median gender pay gap for the Trust is 12.48%
  • The mean gender bonus gap for the Trust is 47.9%
  • The median gender bonus gap for the Trust is 66.67%
  • The proportion of male employees in the Trust receiving a bonus is 6.95%, and the proportion of female employees receiving a bonus is 0.86%

The proportion of male and female employees in each quartile is shown below.

UHB pay quartiles by gender as at 31 March 2019

QuartileMalesFemalesDescription
1 26.8% 73.2% Includes all employees whose standard hourly rate places them at or below the lower quartile
2 21.5% 78.5% Includes all employees whose standard hourly rate places them above the lower quartile, but at or below the median
3 20.8% 79.2% Includes all employees whose standard hourly rate places them above the median, but at or below the upper quartile
4 42.4% 57.6% Includes all employees whose standard hourly rate places them above the upper quartile

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