Men paid 27pc more per hour on average than women at Norfolk hospital

Queen Elizabeth Hospital in King's Lynn. Picture: Ian Burt

Queen Elizabeth Hospital in King's Lynn. Picture: Ian Burt - Credit: IAN BURT

Men on average are paid 27pc more per hour than women at a Norfolk hospital, figures have revealed.

The Queen Elizabeth Hospital, King's Lynn. Picture: Ian Burt

The Queen Elizabeth Hospital, King's Lynn. Picture: Ian Burt - Credit: Ian Burt

In a report to the board of directors of King's Lynn's Queen Elizabeth Hospital (QEH), it was revealed that the mean gender pay gap was 27.35pc in favour of men between April 2016 and March this year.

The pay gap is the difference between the average hourly earnings of men and women - not whether men and women are paid equally for doing the same job.

The mean gender bonus gap was 37.40pc.

The report said the QEH was confident the gap is a result of 'the roles in which men and women work within the organisation and the salaries that those roles attract'.

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For example, of the 122 consultants at the hospital, only 29 of them are women.

Nine out of the hospital's 15 pay bands also have a positive gender pay gap in favour of women.

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The report said: 'Positively, over the past 10 years, there has been significant growth in the percentage of women in medical roles, which should see the gender pay gap diminish with time.'

Female consultants have increased from 19.32pc in 2007 to 23.77pc in 2017 and female non-consultant medical roles have increased by 22.25pc over the same period.

The report states that in some of those pay bands women have served in the role for a shorter time and are lower on the incremental scale.

On others, a number of women chose to participate in salary sacrifice schemes which 'effectively reduces their average hourly rate of pay'.

Sascha Pearce, head of health at Unison for the eastern region, said: 'As a trade union we would be keen to see opportunities for women in management in the health service.

'We would look for employers to develop their workforce to be more reflective of the population as a whole.'

The figures were released following legislation that all companies with more than 250 employees are required to report mean and median gender pay gaps, bonus gaps as well as the proportion receiving bonuses and in each pay band.

A full report of the QEH's figures will be made available on the government website.

The QEH was asked to comment.

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