Gender pay gap

What is the Pay Gap?

The gender pay gap is the percentage difference between the average earnings of men and women across the same organisation. UK organisations with 250 or more employees must publish their gender pay gap data annually.  Although we do not hit the requirement for publication we think it is the right thing to do.

How are the calculations made?

Calculations follow a government-prescribed methodology, using six key data sets. Since we do not offer bonuses, data for three sets are not applicable. Our pay gap figures for this report are calculated based on the snapshot date of 05 April 2024

Interpreting the results

Results that show a positive percentage gap generally indicate that men are paid more than women; if there is a negative percentage gap, women are paid more than men. A zero percentage gap indicates no gender pay gap.

Differentiating pay gap and equal pay

Pay gaps are often confused with equal pay, but the two are quite different. Pay gap is the difference between the average pay of, say, men compared to the average pay of women within an organisation, across all levels of the business. Equal pay is the legal requirement for men and women to be paid the same for performing the same work or work of equal value.

Our Results

*Mean hourly pay gap is the difference in average hourly rates of pay between men and women.

**Median hourly pay gap is calculated by ordering the hourly rate for each male from the lowest to highest and separately the hourly rates of pay for each female and comparing the middle value of each.

The regulations require that we split our relevant paid colleagues into four equal quartiles. 

Changes over the years

What does this mean for PPHT and our people?

There has been a significant shift in our pay gap since the Trust started to report on the detail. We have significantly more women in senior roles which has contributed to the positive shift in the pay gap.

Whilst we feel our results are positive, we still have work to do to move closer to a zero pay gap; our focus areas for the coming year will be:

Champion female representation in trades

The In-House Maintenance Team makes up 30% of the Trusts workforce and due to their trade skills will sit in the upper middle quartile, although this is traditionally a male-dominated area we are dedicated to reshaping the landscape.  We are delighted to have recently appointed our first female apprentice to the gas team and we will look to work with local colleges to cultivate a diverse pipeline of apprentices.

Removing any unconscious bias from our recruitment processes.

Following the roll out of unconscious bias training to all colleagues we are now looking to introduce redacted CV’s this should help in reduce any unconscious bias in our recruitment process.

Unlocking the potential

Peaks & Plains is full of potential, and it is imperative that we nurture it through contemporary work practices.  We are committed to implementing modern approaches that accommodate colleagues through various life events, such as parenthood, caring responsibilities, menopause and gender transition.  By reviewing and implementing further mechanisms we strive to remain modern, relevant and responsive to the evolving needs of our organisation and its people.

October 2024

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• Work for us
• Equality, Diversity and Inclusion