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Gender Pay Gap

As a public organisation, we are required by law to publish the difference between the average (mean) and median earnings of our male and female staff. It also looks at the distribution of men and women across four equal quartiles within the organisation.

Detailed below is the difference in earnings between our staff from data which was taken on 31 March 2017.

It is important to recognise and understand that gender pay gap differs from equal pay.   

Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010. It is unlawful to pay people unequally because they are a man or a woman.

Gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation.


As a result of these finding, the Trust Inclusion Working Group (IWG) is responsible for developing action plans and reporting outcomes to the Board, who will monitor and scrutinise progress against action plans. 

South East Coast Ambulance Service NHS Foundation Trust believes in fairness and equity, and values diversity in its role as both a provider of services and as an employer, creating an NHS where the talents of all staff are valued and developed.

Our Gender Pay Gap Results for 2017 will be a benchmark and will enable us to plan improvements and monitor progress moving forward.  

Trust data taken from 31 March 2017, when the Trust workforce consisted of 1,598 females (46%) and 1,846 males (54%).


Mean Hourly Rate

Median Hourly Rate










Pay Gap %



gender pay quartile

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