Sulis Hospital Bath Gender Pay Gap Report 2022-23
Summary
As an organisation employing more than 250 staff Sulis Hospital Bath is required under the Equality Act 2010, to publish information on its gender pay audit.
Sulis Hospital Bath was previously owned by Circle Health Group as Circle Hospital Bath
and gender pay gap figures were previously reported as part of Circle Health Group.
Sulis was divested by Circle Heath Group in June 2021 and purchased, by the Royal United
Hospitals NHS Foundation Trust (RUH). Sulis is a private limited company and operates as a
separate business entity from the RUH and is therefore reporting its own gender pay gap
figures.
This report sets out the 2022-23 gender pay results alongside key findings and actions for Sulis to address its gender pay gap.
Our data for this year’s report was collected as of 31st March 2022.
Gender pay gap in context
The gender pay gap is a measure of a difference in the pay (converted to an hourly rate) for male and female employees across Sulis, regardless of the nature or level of their work. It is fundamentally different from equal pay, which involves a direct comparison of two people or groups of people to ensure that they are paid comparably for work of comparable value.
Our results - 31st March 2022 snapshot
Whilst a private healthcare organisation, Sulis’ female/male split is similar to the NHS with 80.7% of our workforce female and 19.3% male. Female employees outnumber male employees at all levels of the organisation; however, the percentage difference between females and males reduces in the higher pay quartiles 3 and 4.
The table illustrates the gender distribution within each pay quartile for Sulis – Quarter 1 represents the quarter of the workforce with the lowest hourly rate and Quarter 4 the quarter of the workforce with the highest hourly rate.
Percentage of male and female staff employed by quartile as of 31st March 2022
| Quartile | Female | Male | Female % | Male % |
|---|---|---|---|---|
| 1 | 59 | 9 | 86.76 | 13.24 |
| 2 | 60 | 9 | 86.96 | 13.04 |
| 3 | 51 | 17 | 75.00 | 25.00 |
| 4 | 51 | 18 | 73.91 | 26.09 |
| Total workforce | 221 | 53 | 80.66 | 19.34 |
Gender pay gap as a Mean Average
What is the 'Mean'?
The mean is the average hourly wage. It is calculated by adding up all the pay of all male employees and dividing it by the number of male employees. The same is then done for all the female employees.
The mean gender gap is the difference between the average hourly earnings of male full-pay employees and female full-pay employees.
| Gender | Mean Hourly Rate |
|---|---|
| Male | £19.55 |
| Female | £16.68 |
| Difference | £2.87 |
| Pay Gap % | 14.70% |
On average Sulis male employees earn £2.87 per hour more than female employees, a pay gap of 14.7%
Gender pay gap as a Median Average
What is the 'Median'?
The median pay gap is the difference between the midpoints in the ranges of hourly earnings of male and female employees. It takes all salaries in the sample, lines them up in order from lowest to highest, and picks the middle salary.
| Gender | Median Hourly Rate |
|---|---|
| Male | £16.85 |
Female | £11.98 |
| Difference | £4.87 |
| Pay Gap % | 28.92% |
On average Sulis male employees earn £4.87 per hour more than female employees, a pay gap of 28.9%.
Bonus gender pay gap as mean and median average
Sulis operates two discrete bonus schemes:
-
Refer a Friend bonus scheme
-
Recruitment and retention bonus scheme to attract and retain registered staff
As of the snapshot date, five female employees and zero male employees were in receipt of a bonus. There is no gender pay gap in terms of bonus payments.
| Gender | Mean Pay | Median Pay |
|---|---|---|
| Male | 0 | 0 |
| Female | 640 | 600 |
| Difference | -640 | -640 |
| Pay Gap % | - | - |
| Gender | Employees Paid Bonus | Total Relevant Employees | % |
|---|---|---|---|
| Female | 5 | 221 | 2.26% |
| Male | 0 | 53 | 0% |
Key findings and actions
The increased number of men in the higher pay quartiles is the key factor driving Sulis’ gender pay gap. In common with many healthcare and other organisations more men fill middle and senior clinical and management roles compared to the proportionate number of men in administrative, health care assistant and other junior level support services roles.
Sulis’ current pay strategy of increasing hourly rates to meet the Real Living Wage will help to reduce the gap as more female employees than male employees will benefit from an increase in hourly rate.
Sulis is committed to reducing barriers to female employees moving into more middle and senior clinical and management roles and supports flexible, including part time, working at all levels in the organisation.
Simon Milner
Hospital Director
4th April 2023