• Difference in hourly pay between men and women at the DHSC and agencies is 10.5 per cent
  • Women account for 71 per cent of lower pay quartile roles
  • Mean average pay gap for bonuses now 28 per cent

The difference between men and women’s hourly pay at the Department of Health and Social Care and its executive agencies has fallen by almost 3 percentage points.

A report on the department’s gender pay gap, published today, showed an improving picture. It revealed the median hourly gender pay gap across the department and its executive agencies fell from 13.3 per cent in 2017 to 10.5 per cent in 2018.

The median pay gap at the DHSC itself was 3 per cent, while Public Health England, an executive agency, had a median gender pay gap of 12 per cent, down from 16 per cent in 2017.

The Medicines and Healthcare Products Regulatory Agency, which is also an executive agency, had a pay gap of 6 per cent, down from 11 per cent in 2017.

The report said the gender pay gap was partly caused by more women working in junior roles, with 71 per cent of lower pay quartile roles occupied by women. By contrast, women held 57 per cent of upper quartile roles.

The mean average gap for bonus pay across the DHSC and all its executive agencies was 28 per cent, down from 33 per cent in 2017. According to the DHSC report, the bonus pay gap is driven by the higher bonuses at the senior civil servant level where there are more men than women.

At PHE, the mean bonus gap for 2018 was 35 per cent and at the MHRA it was 22 per cent. However, at the DHSC itself it was -2 per cent, reflecting more women now in senior roles with access to higher bonuses leading to a positive gap in women’s favour.

The report said: “The department and its executive agencies are committed to addressing the gender pay gap. This is evidenced in the reduction of the pay and bonus gap in the majority of areas across the department and its executive agencies from 2017 to 2018.”

It added the department had been reviewing its recruitment processes and focusing on encouraging more women to join the senior civil service.

This has included “identifying and removing barriers for entry, anonymising the application process to reduce any potential bias and ensuring interviews are structured with candidates being asked the same questions and marked against standard criteria”.