Gender

Gender equality relies on ensuring that we are able to offer equal opportunities for both men and women including trans people - who come into contact with the Trust.  As an employer, approximately 70% of our workforce are women not uncommon for the NHS. 

It is well known that women experience considerable disadvantage in the workplace.  Across the economy as a whole, the pay gap between men and women stands at 18.3% for full time workers and 43.2% for part time workers.  Only 11% of women work as senior managers or officials compared with 18% of men.[1] 

It is also important as both an employer and service provider that we are able to support men and women in all areas of their lives.  This may include specialist knowledge and support, such as for trans people, staff with caring responsibilities, flexible working as well as supporting service users and carers accessing services. 

Gender equality has historically seen women receiving disproportionate treatment both in society and employment.  Whilst the gender pay gap is not what it was 25 years ago, where men were explicitly given higher pay than female counterparts, we do still see the remnants of that time, where many women do not enjoy the same opportunities as men.  This often relates to women having taken time out of work because of caring responsibilities which has meant they could not advance professionally - as quickly as men.

We do also see great separation in expected gender roles of men and women and our understanding of masculinity and femininity.  While many people do not conform to any assumed gender roles, we do still see stereotypes that can create disadvantage for both men and women, both as service users, carers and staff.   Although specific gender roles do not always imply there is inequality, it is important to be aware of some of the assumptions we may make about people in relation to their gender.


[1]Annual survey of hours and earnings 2004 (ONS)