Action continues to further narrow the Barnsley Hospital gender pay gap
The Barnsley Hospital gender pay gap report 2023 is now available. It outlines the Trust’s gender pay gap data for the year ending March 2023 alongside our efforts to address gender disparities in pay.
Gender pay gap figures
The mean (average) gender pay gap is 35%, indicating that, on average across the whole organisation, men are paid 35% more per hour than women. The median (mid-point) gender pay gap is 21%.
These figures have slightly decreased compared to the previous year.
There are variations in pay gaps between different staff groups, with medical and dental staff having a higher pay gap compared to other staff groups. For Medical and Dental staff, the mean gender pay gap is 16.7% and the median gender pay gap is 28.7%.
For all other staff who are not medical or dental (which is our largest workforce group), the mean gender pay gap is 6.8% and the median gender pay gap is 2.9%.
My managers have been middle-aged white men, but in my own experience as a woman in a male-dominated field, that has not been any problem. It doesn’t matter if you’re male or female - as long as you have interest in the subject matter, you put in the hours and effort, ask colleagues for help and advice, and lead by example.
At university, I was helped so much by a female mentor who was a professor. She flew all over the world for work and had three children, but she always had time for me and my questions!
Dr Giulia Gigliobianco, Operations Manager (Medical Engineering & Decontamination)
Factors contributing to the pay gap
The disparity is partly due to a higher proportion of men in senior positions, especially in medical roles. So, despite having a higher proportion of female employees overall, there are more men in senior positions which leads to a wider pay gap.
Finding Barnsley to be a welcoming and friendly town, many of our senior clinicians have opted to remain at the Trust for the majority of their career. This has resulted in an increased number of senior male clinicians at the Trust, all mature in their careers simultaneously, many having been in post for decades.
I’ve been a Consultant Paediatrician at Barnsley Hospital since 2001 and have really enjoyed my time in this role.
As a trainee I had been hoping to stay in Yorkshire, and on the grapevine had heard that Barnsley Hospital was a friendly place to work. My experience is of staff, whatever their role, being welcoming and supportive.
I am proud to work in an environment where colleagues look out for each other, support each other’s development and strive to deliver high quality care.
Dr Diarmuid Kerrin, Consultant Paediatrician
What we are doing to narrow the pay gap
We know that an increasing number of women are choosing medicine as a career and our figures this year show that we have more female trainee doctors than male. 32 female doctors (56%) and 25 male doctors (44%).
Trust initiatives include promoting career development opportunities, supporting flexible working arrangements, and expanding coaching and mentoring programs all aim to establish conditions for equal opportunities for all.
The Trust will also look to introduce a mentoring and buddying scheme for female and male consultants to encourage and support them with their Clinical Excellence Awards (CEAs) applications. CEAs are one of the ways consultants can significantly increase their remuneration.
At Barnsley, I've observed a genuine dedication to tackling visible gender disparities. All our ongoing efforts focus on fostering a workplace and care environment that is truly inclusive and welcoming.
While there's always room for improvement, Barnsley has received acknowledgment nationally for its compassionate ethos.
Personally, I've encountered a consistently warm and friendly atmosphere from all colleagues, reflecting our shared commitment to fostering inclusivity and equality.
Sheena McDonnell, Barnsley Hospital Chair
Barnsley Hospital NHS Foundation Trust is committed to addressing gender inequalities in pay and opportunities, implementing various strategies to promote fairness and equality within its workforce.
Read more in our Gender Pay Gap Report 2023, and our Gender Pay Gap Action Plan 2023-24.