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Strike action from Saturday 24 February to Wednesday 28 February 2024

Junior doctors at The Christie will strike from 7am on Saturday 24 February until 11.59pm on Wednesday 28 February 2024.

We are proactively contacting patients with appointments that may be affected. If you have an appointment on any of these dates, please continue to come to The Christie and our other centres as planned, unless we contact you to tell you otherwise. Please do not call to check if your appointment is still going ahead.

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Current visiting and mask wearing rules

Equality, diversity and inclusion

At The Christie, we aim to deliver healthcare services that are accessible and inclusive to everyone, in an environment characterised by dignity and mutual respect. 

As part of our commitment to meeting our legal duties, we have developed our Equality, Diversity and Inclusion Delivery Plan 2023 to 2024.

We have also produced and published The Christie Equality, Diversity and Inclusion Annual report 2022 to 2023. This report has been produced to provide assurance that The Christie is meeting its statutory, regulatory and contractual requirements.

We also collect and analyse equality information about our patient services and employment activities. This helps us to develop for the benefit of all our patients, visitors, staff and job applicants.

NHS organisations can also assess their performance of improving equality delivery for patients and staff through the NHS Equality Delivery System.

Equality and diversity for patients

At The Christie, we strive to deliver care that meets the needs of all our patients. This is only possible when we understand who our patients are, and the diverse requirements that they have. We’re working hard to understand more about the characteristics of the people we treat and the populations we serve, across Greater Manchester, Cheshire and beyond. We’re continually evolving our internal processes and the way we capture patient data and diversity information so that we can keep improving how we do this. All patients are appropriately encouraged to share diversity information; this helps us to give each and every person the best possible treatment and services during their time with us.

The Trust has developed its first Equality, Diversity and Inclusion Patient Experience Delivery Plan 2023 to 2024 that is linked to Domain 1 outcomes in the Equality Delivery System 2022.

Our Equality, Diversity and Inclusion Team together with our Clinical Outcomes Data Unit have produced our most recent Equality Patient Profile Data (April 2022 to March 2023). This report outlines our patient profile by protected characteristic, as referenced in the Equality Act 2010. Providing this information supports our delivery of the Public Sector Equality Duty and the NHS Equality Delivery System 2022 (EDS) requirements.

Equality and diversity for staff

Equality, diversity and inclusion for our staff means placing great value on the rich diversity and creative potential that people with different backgrounds and abilities bring.

Our culture values the contribution of every single person, and is one in which an individual’s success depends on personal merit and performance.

As an organisation, we are required to report on equality, diversity and inclusion workforce-related issues to ensure we treat all individuals fairly. To support our work, we have developed an equality, diversity and inclusion network for all members of staff.

Below is our workforce profile for 2022.

We report our gender pay gap every year. This is published on the national government portal.

The Christie NHS Foundation Trust

March 2023 – V.01 (Plain Text)

If you have questions about this report, please email the-christie.equality@nhs.net 

1 - Overview

The gender pay gap is an equality measure that shows the difference in average earnings between women and men. The gender pay gap does not show differences in pay for comparable jobs (unequal pay).

It is mandatory for all public sector employers with more than 250 employees to measure and publish their gender pay gap report annually. 

2 - Reporting Information

This report identifies the gender pay gap for employees who are employed under a contract of employment, a contract of apprenticeship, or a contract personally to do work. This includes those under Agenda for Change terms and conditions, medical staff, and very senior managers.

The information on pay by gender as of 31 March 2022, which related the statutory reporting period. The calculations undertaken to produce this report are:

  • Calculate the hourly rate of ordinary pay relating to the pay period in which the snapshot falls
  • Calculate the difference between the mean hourly rate of ordinary pay of female and male employees, and the difference between the median hourly rate of ordinary pay of female and male employees
  • Calculate the difference between the mean and median bonus pay for female and male employees
  • Calculate the proportions of male and female employees who were paid bonus pay
  • Calculate the proportions of male and female employees in the lower, lower middle, upper middle, and upper quartile pay bands by number of employees.

3 - Workforce Profile by Gender

In March 2022, the workforce of The Christie is 75.96% female, which equates to 2424 members of staff, and 24.04% male, which equates to 892 members of staff. Figure 1 shows that there are higher numbers of female employees in each band. It shows that male employees are more likely to be in Band 2 or above band 8b.

AfC Band

Female

Male

AfC Band 1

81.22%

18.18%

AfC Band 2

61.24%

38.66%

AfC Band 3

78.12%

21.88%

AfC Band 4

83.84%

6.16%

AfC Band 5

81.67%

18.33%

AfC Band 6

79.15%

20.85%

AfC Band 7

74.95%

25.05%

AfC Band 8a

71.37%

28.63%

AfC Band 8b

60.81%

39.19%

AfC Band 8c

52.78%

47.22%

AfC Band 8d

50.00%

50.00%

AfC Band 9

55.56%

44.44%

4 - Pay Quartiles by Gender

Figure 2 shows that the highest proportions of male staff members at The Christie are in the upper quartile (35.63%). Over 70% of staff in the lower, lower middle, and upper middle quartile are women.

Quartile

Female

Male

Q1 – Lower Quartile

72.55%

27.45%

Q2 - Lower Middle Quartile

78.29%

21.71%

Q3 – Upper Middle Quartile

76.33%

23.67%

Q4 – Upper Quartile

64.37%

35.63%

5 - Gender Pay Gap: Mean and Median Average

The mean gender pay gap between has increased from 17.47% in 2021 to x18.21% in 2022, after several years of the gap decreasing (2018-2020). The median gender pay gap is 5.46% for 2022, staying the same as 5.46% for 2021.

Gender Pay Gap: Mean Average

Year

Male

Female

Difference (£)

Pay Gap (%)

2022

£22.21

£18.17

£4.04

18.21%

2021

£21.32

£17.59

£3.72

17.47%

2020

£21.09

£17.45

£3.64

17.24%

2019

£20.10

£16.32

£3.77

18.80%

2018

£20.03

£15.97

£4.05

20.24%

2017

£19.41

£15.61

£3.81

19.62%

Gender Pay Gap: Median Average

Year

Male

Female

Difference (£)

Pay Gap (%)

2022

£17.48

£16.52

£0.95

5.46%

2021

£16.97

£16.04

£0.93

5.46%

2020

£16.85

£16.42

£0.43

4.8%

2019

£15.15

£14.34

£0.80

5.32%

2018

£14.96

£14.13

£0.83

5.58%

2017

£14.56

£13.87

£0.69

4.74%

6 - Gender Pay Gap: Bonus Pay Profile

As an NHS provider organisation, the only pay elements that fall within the bonus pay criteria are Clinical Excellence Awards. Clinical Excellence Awards (CEAs) recognise and reward NHS consultants and specialty doctors who perform over and above the standard expectations of their role. Awards are given for quality and excellence, acknowledging exceptional personal contributions.

0.54% of relevant female employees received a bonus compared to 3.53% of relevant male employees.

Bonus Pay: Mean Average

Year

Male

Female

Difference (£)

Pay Gap (%)

2022

£16,192.94

£12,275.60

£3,917.33

24.19%

2021

£14,802.59

£11,246.44

£3,556.14

24.02%

2020

£16,363.36

£11,961.78

£4,401.59

26.90%

2019

£17,775.64

£13,204.63

£4,571.01

25.71%

2018

£16,512.96

£15,541.79

£971.17

5.88%

2017

£17,950.49

£15,789.03

£2,161.46

12.04%

Bonus Pay: Median Average

Year

Male

Female

Difference (£)

Pay Gap (%)

2022

£12,063.96

£8,821.80

£3,242.16

26.87%

2021

£11,058.63

£8,086.65

£2,971.98

26.87%

2020

£12,063.96

£10,053.32

£2,010.64

16.66%

2019

£12,063.96

£11,310.00

£753.96

6.25%

2018

£12,053.96

£12,053.96

£0.00

0.00%

2017

£10,442.53

£15,664.49

£5,221.96

33.34%

7 - Conclusions and Next Steps

The average (mean) hourly pay difference between women and men has increased from the 2021 figure by 32 pence per hour. This is 24 pence more than the gap in 2020. This is much larger than the increase in the median pay gap, which increased by 3 pence.

In bonus pay, we can see a small increase in the mean percentage pay gap, with the 2022 percentage gap being 0.17%. The median percentage page gap has remained the same in 2022 at 26.87%, following the large increase in the median pay gap between 2020 and 2023 of 10.21%.

In 2022, a working group consisting of Workforce colleagues was brought together to discuss the Gender Pay Gap data and draw out priority actions and recommended next steps. This included reviewing additional relevant data, such as: new starters and leavers, length of service, gender and age, and grievance data.

Based on this data, the following observations were made: 

  • During the 2020/2021 financial year, while the numbers are comparable, men spent less time at the Christie as an organisation compared to women, but they spent more time in their pay grade/position. Women spend more time than men in Bands 2-6
  • Except for Band 2, all bands below Band 8 attract mostly female staff. Band 2 and Band 8 and above attract mostly male staff. This difference is more pronounced in the Medical Grades.
  • Men spend more time at The Christie before leaving compared to women.
  • There was no significant different in the percentage of male and female staff leaving.
  • More men were hired for full-time positions and more women were hired part-time.
  • Regarding maximum starting salaries (i.e., the highest pay bands), women have the higher Full-Time Salary, but their Actual Salary is lower compared to men. This is due to more women than men in higher positions working part-time.
  • Women were more likely to leave due to work-life balance. More men were likely to leave due to lack of opportunities, looking for a better rewards package, and due to child dependents. More men were dismissed due to conduct, and more women were dismissed due to capability.
  • Overall, women progress slower than men and they reach band 7 jobs at an older age. Women between 21 and 40 progress faster in band 5 and 6 (nursing) roles.
Next Steps
  • Embed recommended actions into other relevant EDI Action Plans, such as WRES (Workforce Race Equality Standard) and WDES (Workforce Disability Equality Standard) where there is crossover in actions identified.
  • Gender Pay Gap Working Group to meet again following 2022 Staff Survey results and submission of 2022 Gender Pay Gap data to sense-check actions and draw out any additional actions.
Recommended Actions  

Action 

Rationale / Comments 

Responsibility 

Deadline 

COMPLETE: Add questions into the Staff Survey to understand views on opportunities for development and career progression. 

The data we currently have access to does not give us information on why staff are not accessing opportunities for development and career progression. Having this information will allow us to create the appropriate interventions.  

This action has already been completed so that we would not miss the opportunity with the Staff Survey. 

Assistant EDI Manager 

16th August 2022 (for inclusion in 2022 survey) 

To bring together clinicians to encourage them to apply for Clinical Excellence Awards (CEA) and gather information on what would support them. Provide drafted examples of good and bad applications. 

Supporting eligible staff members to apply for CEA, particularly those from underrepresented groups.   

Medical Workforce Manager 

March 2024 

Centralised place to for staff to find out about development opportunities and develop and/or signpost colleagues to workshops and resources on career Planning, job applications, and interview preparation. 

Linked to WRES & WDES action plans – providing support for colleagues on career planning, and a centralised place to find information on development. 

Career Development Practitioner & Workforce Development Manager 

October 2023 

Review how opportunities for learning and development are communicated to staff of all genders.  

Linked to WRES & WDES action plans – taking steps to reach out to under-represented genders in individual learning and development opportunities.

OD Specialist & Workforce Development Manager 

October 2023 

Review how opportunities for new positions are communicated to staff.  

Linked to WRES & WDES action plan – taking steps to promote opportunities and vacancies internally to different genders, taking into consideration images and language used.

Recruitment 

October 2023 

NHS organisations are also required to report on 2 NHS workforce equality standards: race equality and disability equality. Please see the links below for each of the latest reports.

We have also signed the Armed Forces Covenant, promising that those who serve or have served in the armed forces, and their families, are treated fairly.

An image to show the Bronze Award for the Armed Forces Covenant Employer Recognition Scheme, stating that the award holder proudly supports those who serve.

Last updated: December 2023