Gender pay gap report

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The NHS Confederation has published its gender pay gap report, which shows the difference in the average pay between men and women in the organisation.

Organisations with more than 250 employees are required by law to publish their gender pay gap every year. The NHS Confederation employs 211 staff (as at 5 April 2019), although we are not obliged to publish our gender pay gap information by law, we acknowledge that it is good employment practice to do so.

Highlights from the report:

  • The NHS Confederation’s headcount on the ‘snapshot’ date of 5 April 2019 is 211. The gender breakdown is 69 per cent (145) female and 31 per cent (66) male, which shows significantly more female than male employees.
  • Our mean gender pay gap is 19.4 per cent compared to 18.6 per cent in 2018. This is slightly higher than the UK mean (17.1 per cent) reported by the Office of National Statistics in October 2018. The increase can be attributed to the additional male directors and reduction to nil males in grade F roles.
  • Our median gender pay gap for is 7.4 per cent, an improvement on last year when it was 9.2 per cent. This is less than the national average median of 17.9 per cent reported by the Office of National Statistics in October 2018. This can be attributed to a large extent to the increase in females in grade A and B roles.

Why is there a gender pay gap?

The gender pay gap in salary can be directly attributed to the proportionally fewer number of women in senior roles and a lower proportion of males in the lowest staff grade. The high gender pay gap at director level can be attributed to our highest paying roles in the organisation being occupied by men.


What are we doing to address the gap?

The NHS Confederation is committed to reducing its gender pay gap through positive action in five areas:


  • Management training: removing internal barriers to promotion and by getting the best out of people.
  • Pay systems: eliminating bias, closing gaps, promoting inclusiveness.
  • Recruitment: tapping into the full market.
  • Retention: removing internal barriers to promotion, getting the best out of people, promoting inclusiveness.
  • Senior leadership: accepting responsibility and accountability.

For more detailed analysis of the figures and our plans to reduce the gap read the full gender pay gap report. We have also produced a one-page summary of the key highlights.

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