Gender pay gap

We are required by law to carry out gender pay gap reporting and to publish this data on a government website by 31 March each year. We are required to publish the following:

  • Gender pay gap (mean and median averages)
  • Gender bonus gap (mean and median averages)
  • Proportion of men and women receiving bonuses
  • Proportion of men and women in each quartile of the organisation’s pay structure

At Moorfields, the only bonuses that are awarded are to medical staff through the Clinical Excellence Awards

The gender pay gap is the difference between the average hourly earnings of all men and women across an organisation, irrespective of the jobs they do. This is different to equal pay, a legal requirement to ensure that men and women are paid the same for doing the same or equivalent work.


Our data

At Moorfields the median pay gap is 18.7% (median average hourly earnings) and the mean pay gap is 24.5% (mean average hourly earnings) – this means that the average earnings of men working at Moorfields are higher than the average earnings of women.

The gender pay gap is complex and there are a range of factors which are likely to have a bearing, for example, age, sector, the gender composition of the workplace (in particular at senior levels) and working patterns.


Our commitment to closing the gender pay gap at Moorfields Eye Hospital

At Moorfields we are committed to ensuring the fair treatment and reward of all of our staff, regardless of gender or other protected characteristics.

We are ensuring that women are supported and encouraged to further their careers within the trust. It is acknowledged that breaks in career most often presented by maternity leave disproportionately impact women. Moorfields has flexible working policies and seeks to support women and men to manage family and career development.

We have a well-developed learning development programme for all staff and this year 87% of participants in the Mary Seacole Leadership Development programme are women.

Our robust recruitment process has equality and diversity embedded into its processes along with values based recruitment. We will continue to ensure recruitment is non-gender biased and that adverts and applicants are recruited fairly, openly and transparently. This applies equally to men seeking roles in areas traditionally dominated by women as well as ensuring equitable access to senior roles for women.