NHS Greater Manchester Integrated Care Board
NHS Greater Manchester Integrated Care Board has submitted data every year since 2023, with all 3 submissions on time.
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Last submission received on Friday, 27 Mar 2026 at 12:21 UTC.
Overall workforce composition
Deviation from a 50:50 gender split, averaged across all four pay quartiles per year. 0% represents an equal split of men and women; positive values mean more women, negative means fewer women.
Hourly pay gap over time
Positive values indicate women's hourly pay is lower than men's by that percentage. A value of 0 indicates equal pay; negative values indicate women earn more.
Pay quartile breakdown
Each band shows the percentage of that quartile that is male vs female.
Lower quartile bottom 25% of earners
Lower-middle quartile 25–50th percentile
Upper-middle quartile 50–75th percentile
Top quartile top 25% of earners
Bonus pay
Percentage of each gender who received a bonus payment.
Bonus pay gap — positive values indicate women's bonus pay is lower than men's.
Year by year
Each year's submission in full. Most recent year shown first.
2025 Mean pay gap 12.8%
Submitted on Friday, 27 Mar 2026 at 12:21 UTC.
In this organisation, women earned 92p for every £1 that men earned when comparing median hourly pay.
Women made up 60.9% of the highest paid quarter and 71.9% of the lowest paid quarter.
Pay quartile breakdown
2024 Mean pay gap 11.8%
Submitted on Monday, 17 Feb 2025 at 09:08 UTC.
In this organisation, women earned 92p for every £1 that men earned when comparing median hourly pay.
Women made up 62.2% of the highest paid quarter and 72.9% of the lowest paid quarter.
Pay quartile breakdown
2023 Mean pay gap 11.9%
Submitted on Wednesday, 27 Mar 2024 at 16:09 UTC.
In this organisation, women earned 92p for every £1 that men earned when comparing median hourly pay.
Women made up 62.8% of the highest paid quarter and 74.4% of the lowest paid quarter.
Pay quartile breakdown