Our Trust’s pay gap reports 2025
The Trust is pleased to publish 2025 Gender, Ethnicity, and Disability Pay Gap reports. These reports set out the differences in average pay between groups of colleagues. While they help us identify structural inequalities within our workforce, they do not indicate unequal pay for the same role. Instead, the gaps largely reflect the under‑representation of certain groups in senior or higher‑paid positions.
SWLSTG Disability Pay Gap Report - 2025 [docx] 99KB
SWLSTG Ethnicity Pay Gap Report - 2025 [docx] 114KB
SWLSTG Gender Pay Gap Report - 2025 [docx] 251KB
These reports have been reviewed and discussed with Executive Leadership Team (ELT), People Matters, and our Staff Networks, and approved by the People Committee.
Focus
Over the past year, we have worked closely with our Performance Team to deepen our understanding of the data and strengthen the robustness of our draft summaries. This collaborative approach has reinforced a clear message: sustained improvement in our pay gap measures relies on increasing the representation of colleagues with diverse protected characteristics at all levels of the organisation. This is directly aligned with our ongoing work to expand career development and progression opportunities, a core focus of both our Annual Delivery Priorities and our EDI High Impact Action Plan.
It was agreed that this priority is already reflected and embedded within both our Annual Delivery Priorities and our EDI High Impact Action Plan. To ensure continued momentum, this focus has also been incorporated into the Core Five Action Plan for 2025/2026.
To further support sustained progress, we have established a quarterly People Delivery Group - bringing together all relevant leads; and a Core 5 Review Groups involving leads and key stakeholders. Launched in December 2025, these groups are responsible for monitoring progress, addressing challenges and risks, and ensuring the successful delivery of the Equality, Diversity and Inclusion (EDI) programme’s objectives and milestones.
Staff Survey 2025 Results
Our 2025 Staff Survey results show a positive shift in how colleagues perceive opportunities for career progression and promotion. Drawing on the WRES (Race) and WDES (Disability) survey question - “Staff believing that the Trust provides equal opportunities for career progression or promotion” - we have seen the following improvements:
- Black, Asian and Ethnic Minority staff: an increase of 4.6% compared to previous year (and an increase of 13.4% since 2020)
- White staff: an increase of 0.3% compared to previous year (and an increase of 0.2% since 2020)
- Staff with disabilities: an increase of 2.7% compared to previous year (and an increase of 3.1% since 2020)
- Staff without disabilities: an increase of 3% compared to previous year (and an increase of 7.5% since 2020)
These results reinforce that prioritising career progression as one of our Core Five actions is the right strategic focus. They also highlight the importance of maintaining momentum to ensure equitable access to opportunities for all colleagues.
By continuing to target representation, progression, and the removal of structural barriers, we aim to see a positive shift in next year’s pay gap outcomes.
