Over the next five years we’re embarking on an ambitious plan which puts inclusion and diversity at the heart of the way we champion both our people and the pharmacy profession.
As part of this, for the first time we’ve published information about our ethnicity pay gap alongside our gender pay gap. Our ethnicity pay gap at April 2020 is 11.7% and our gender pay gap is 14.7%.
RPS Chief Executive Paul Bennett said:
“We want to become a fairer, more inclusive employer and our pay gap work is part of a bigger transformation for both our people and the profession.
“We already publish our gender pay gap, and I’m pleased that for the first time we now have a benchmark on pay for our Black, Asian and Minority Ethnic (BAME) employees. As a small organisation we are publishing these voluntarily as we want to be open and transparent where there is disparity.
“Both pay gaps show there’s still much work to be done and we need to improve. It’s disappointing that efforts to reduce our gender pay gap have yet to make a real difference to our overall results. Our pay benchmarking adjustments have had a positive impact, creating a level playing field between men and women in lower paid roles. However, we still have more work to do as we recruit people into more senior roles to ensure they are accessible and welcoming to women and people from BAME backgrounds.
“Change will be incremental, but we are determined to make progress to reduce our ethnicity and gender pay gaps. We will be working with our staff forum, People Team and our internal inclusion and diversity group to build an action plan for our people, which we’ll share with them later this year. We’ll also be taking another important step towards inclusion and diversity in pharmacy by publishing our full strategy for the profession on Monday 22 June.”
Our ethnicity and gender pay gaps.