Organisations with 250 or more employees are mandated by the government to report annually on their gender pay gap. The requirements of the mandate within the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, are to publish information relating to pay for six specific measures as detailed in this report.
The report is based on the Government’s methodology for calculating difference in pay between female and male employees, considering full pay relevant employees of NHS Lancashire and South Cumbria ICB (LSC ICB).
It is recognised that the ICB’s 2024 Gender Pay Gap is being published towards the end of the 2024/25 financial year which provides little time to operationalise actions to address the gender pay gap ahead of the 2025 Gender Pay Gap snapshot date (31 March 2025). Therefore, some of the actions outlined below are likely to feature in the upcoming 2025 Gender Pay Gap Report which will be published much earlier within the 2025/26 financial year.
For future reports it is intended to understand the gender pay gap, along with ethnicity and disability pay gaps to better understand the most vulnerable parts of our workforce and ensure we place our focus on addressing these inequalities as and where identified with corrective improvement activities.
The LSC ICB staff population has grown significantly over the past year. On the 31 March 2024, the ICB employed 811 full-pay relevant employees (compared to 535 in 2023). The breakdown of staff by sex is shown in the chart below:
full-pay relevant employees (compared to 535 in 2023). The breakdown of staff by sex is shown in the chart below:
On 31 March 2024, 77.9% of the ICB workforce were female and 22.1% were male. The proportion of male employees has decreased by around 3% compared to 2023.