Gender Pay Gap Report 2022/23

About the Bromley GP Alliance

The Bromley GP Alliance (BGPA) was formed in January 2015 and is a network of Bromley Practices which are working collaboratively to enhance the health and wellbeing of Bromley residents.

The goals of the Alliance are to work strategically with all Bromley practices, to help secure the best services for patients whilst working together, to support the member practices in the challenges of a changing NHS. The Alliance aims to improve the morale of general practice in Bromley, by sharing expertise, services and supporting its workforce. The Alliance will make a positive impact on medical services in Bromley, by working closely with the Integrated Care Board, local NHS trusts, local providers and patient groups, to improve the delivery of healthcare to the local population.

 

The Gender Pay Gap

Under legislation that came into force in April 2018, UK employers with more than 250 employees are required to publish their gender pay gap. Private employers, such as Bromley GP Alliance Gender Pay Gap data must be reported annually by 4^th April and is a snapshot of pay taken on the 5^th April in the preceding year.

The Gender Pay Gap measures the difference between the average pay of female and male employees irrespective of job role or seniority. The regulations require the following to be reported:

• Our mean gender pay gap
• Our median gender pay gap
• Our mean bonus gender pay gap
• Our median bonus gender pay gap
• The proportion of our male employees receiving a bonus
• The proportion of our female employees receiving a bonus
• The proportion of our male and female employees in each of the four quartile pay bands

 

What we used to calculate our Gender Pay Gap.

This is our first Gender Pay Gap Report and relates to the year 2022/2023, with a snapshot date of 5^th April 2022. We used data held in our Payroll System and in our HR files.

The majority of our employees are female and this is reflective of NHS organisations. For our Gender Pay Gap reporting we had 255 Full Pay Relevant Employees.

Bromley GP Alliance Gender Pay Gap Data

Mean Gender Pay Gap           28.68%

Median Gender Pay Gap      -16.42%

The below sets out the percentage of male and female full pay relevant employees in each of the four quartile pay bands.

Bonus awards

One bonus was awarded to an employee. As this employee was female we have no mean or median gender pay gap to report.

Bonus Awards
% of males receiving a bonus	0.00%
% of females receiving a bonus	0.45%

 

What the Data Tells Us

The Gender pay gap, mean and median, identified was mainly due to skewed sample size, with males constituting just 33 (12%) of the 255 full pay relevant employees. 222 females were part of group of full pay relevant employees.

Of the male population, a disproportionate number,  6/33 (19%), were GPs, while for females this was only 6%.

This skewed sample size had an impact on lifting the mean pay gap.

However, a disproportionately higher number of males, 13, were also in the lower quartile  (this equates to 39% of the full pay relevant male  employees), so median pay was lower than females.

 

Next Steps.

As this is the first time we have been required to report our Gender Pay Gap we have no past data to assess any movement in our gender pay gap.

We have identified that at executive level we do not have a pay gap and our most senior team is well represented by both male and female employees. We will continue to ensure this representation continues.

We will investigate ways of promoting our family friendly policies, including flexible working arrangements, which will hopefully attract a more diverse range of GPs, helping to recruit to address the male/female disparity identified.

 

Janet Edmonds

Chief Executive Officer