Comment

08.06.18

Is the glass ceiling much lower than we realised?

Source: NHE May/June 18

It is astonishing that so little attention has been given to the publication of the gender pay gap in the NHS – especially when figures suggest that if we don’t address low pay imbalances, the issue will become incredibly hard to shift, argue Kirstie Stott, director at The Inspiring Leaders Network, and Dean Royles, director of HR and organisational development at Leeds Teaching Hospitals NHS Trust.

The deadline for the publication of the gender pay gap has come and gone. There didn’t seem to be that much fuss in the end. There was some coverage about the organisations that published on the last day (apparently to bury bad news) and those that failed to meet the deadline. In fairness, some publications have tried to pick the bones out of what the data tells us, but no real sense that the publication of the gaps was a seminal moment for employees and employers.

That is such a shame. These were the first reports of their kind and, without them, not many would have appreciated how big the gender pay gaps are. Retail sectors, manufacturing, airlines and transport all have big gaps. In the public sector too, a sector often criticised for its ‘political correctness,’ health, education and government departments all reported gaps.

Prior to the publication of the reports the coverage was more pronounced: the Carrie Gracie story at the BBC had lots of media coverage, although the media often confused equal pay with gender pay gaps. Publication of the gaps have rightly led to some focus on higher pay, about the need for better gender balance on boards where all the evidence points to better decision-making and more effective businesses. The NHS has a target for 50:50 representation on boards by 2020.

But it is astounding that there has been so little attention to the gender pay gap and low pay. The European Commission argues that the gender pay gap has far-reaching implications: since women’s earnings over a lifetime are over 18% lower than men’s, these lower earnings result in lower pensions. As a result, elderly women are more likely to face poverty. In total, 22% of women aged 65 and over are at risk of poverty compared to 16% on men.

There has been limited progress closing the gender pay gap over the last five years; as a society, we will suffer the consequences for generations. It will be incredibly hard to shift the gender pay gap if we don’t address low pay and identify what traps women into lower pay rates with the same degree of focus we give to equal pay for senior roles and better balance on our boards in the public and private sectors.

iStock-614499262

We believe there are two key areas of focus. One societal: why is such low value given to essential roles like childcare, educational support and social care? And one organisational: how can employers increase flexible working to provide more opportunities in the middle and at the top of the organisations? The NHS gender pay gaps show that in the upper earnings quartile there are approximately two women for every man. At the lowest-earning quartile, this increases to five or six women for every man. A massive difference. Is a lack of flexible working opportunities in the middle of organisations preventing women from progressing?

The Modern Families Index (2016) suggests that seniority in roles allows flexibility. Nearly 80% of those surveyed earning £50,000 to £70,000 reported that they had access to flexible working, whilst in contrast only 50% of those earning less than £30,000 did.

It also suggests that millennial parents aged 18-37 are most likely to work full-time and share caring responsibilities. However, it is also this generational group who struggle to maintain this balance and are most likely to consider a downshift in role and take a pay cut for better balance, because they rank flexibility in their work over promotion and pay.

Employers need to consider how work will need to change to meet these evolving expectations and support more young women with families to reach their potential and growth. Nationally, policymakers will need to consider how they can enhance equal parental rights and childcare sharing, and redesign the traditional 9-5 that doesn’t fit today’s society.

Flexible working not only increases employee engagement and wellbeing, it can increase productivity at work and can also reduce associated costs. Incorporating flexible working into talent management and recruitment and retention strategies is essential in today’s competitive recruitment market. And that is before we feel any ‘Brexit effect.’

There is an increasing number of women categorised as highly qualified working in the UK today; the vast majority of those women want the opportunity to work flexibly. With a gender pay gap being reported across industry sectors, it’s imperative that we are able to nurture and retain these women as our future leaders, enabling them to firstly stay in their roles, contribute to the labour market, manage societal commitments and, importantly, to grow and develop, be promoted and increase pay earnings in line with men.

However, although better than some, the NHS struggles to implement flexible working policies – and where it has been embedded, variations in practice are common even within the same services. It is important to note that flexible working is not a one-size-fits-all approach, but having the conversations and embedding a culture of acceptance is a good start. We can all play a role in encouraging that debate.

In order to close the gender pay gap we need to begin to develop a flexible female talent pipeline. Promoting the top of the leadership structure will have a positive short-term gain, but it is a sticking plaster. We urgently need to start to address the lack of progression in lower-paid roles in comparison to men and to make a commitment to bridge the gap for the next generation of women.

We talk about the glass ceiling in senior leadership being a barrier to progression for women, but what if the glass ceiling is even lower than we thought?

Comments

There are no comments. Why not be the first?

Add your comment

 

national health executive tv

more videos >

latest healthcare news

HEE launches Population Health Fellowship to support integrated care

21/01/2020HEE launches Population Health Fellowship to support integrated care

Health Education England (HEE) has launched the first national Population Health Fellowship for NHS clinical staff in England. The aim ... more >
London Ambulance Service welcomes new bursary for paramedic students

21/01/2020London Ambulance Service welcomes new bursary for paramedic students

The Department of Health and Social Care (DHSC) have announced that some students, including those studying to become a paramedic, will receive a... more >
Barts Health NHS Trust to regenerate New Whipps Cross Hospital

20/01/2020Barts Health NHS Trust to regenerate New Whipps Cross Hospital

A new, modern hospital at Whipps Cross will have the same range of acute services as it does now but will provide them faster and in more conveni... more >

the scalpel's daily blog

Transforming services: We need a left shift not a left drift

16/01/2020Transforming services: We need a left shift not a left drift

Dean Royles, strategic workforce advisor at Skills for Health and co-author of ‘An Introduction to Human Resource Management,’ discusses the need to move the treatment of patients from primary to secondary care and how the NHS People Plan can help achieve this. Throughout my (overlong) career in the NHS, the national policy on modernising the way NHS services are delivered has been pretty consistent. All recent governments; ... more >
read more blog posts from 'the scalpel' >

interviews

Mike Farrar, Swim England - Last Word

07/12/2019Mike Farrar, Swim England - Last Word

Mike Farrar Chairperson of Swim England Would you talk us through your previous roles within the NHS? I’ve held a number of ... more >
Matt Hancock says GP recruitment is on the rise to support ‘bedrock of the NHS’

24/10/2019Matt Hancock says GP recruitment is on the rise to support ‘bedrock of the NHS’

Today, speaking at the Royal College of General Practitioners (RCGP) annual conference, Matt Hancock highlighted what he believes to be the three... more >
NHS dreams come true for Teesside domestic

17/09/2019NHS dreams come true for Teesside domestic

Over 20 years ago, a Teesside hospital cleaner put down her mop and took steps towards her midwifery dreams. Lisa Payne has been delivering ... more >
How can winter pressures be dealt with? Introduce a National Social Care Service, RCP president suggests

24/10/2018How can winter pressures be dealt with? Introduce a National Social Care Service, RCP president suggests

A dedicated national social care service could be a potential solution to surging demand burdening acute health providers over the winter months,... more >

last word

Haseeb Ahmad: ‘We all have a role to play in getting innovations quicker’

Haseeb Ahmad: ‘We all have a role to play in getting innovations quicker’

Haseeb Ahmad, president of the Association of the British Pharmaceutical Industry (ABPI), sits down with National Health Executive as part of our Last Word Q&A series. Would you talk us th... more > more last word articles >

editor's comment

25/09/2017A hotbed of innovation

This edition of NHE comes hot on the heels of this year’s NHS Expo which, once again, proved to be a huge success at Manchester Central. A number of announcements were made during the event, with the health secretary naming the second wave of NHS digital pioneers, or ‘fast followers’, which follow the initial global digital e... read more >

health service focus

New screening has “potential to eliminate” cervical cancer in England

20/01/2020New screening has “potential to eliminate” cervical cancer in England

A more sensitive cervical cancer screening te... more >
NHS mental health director demands urgent gambling action

16/01/2020NHS mental health director demands urgent gambling action

The director of NHS mental health, Claire Mur... more >