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inst/app/www/assets/markdown/02_headcount_2.md

@@ -4,6 +4,6 @@ The NHSBSA uses NHS Agenda for Change (AfC) pay bands. Bands differ based on res
 
 The NHSBSA has eight directorates, ranging in headcount size.
 
-The chart shows colleague counts and gender percentages for each pay band and directorate. It also shows breakdown for the previous four years. The majority of our workforce are concentrated in the lower pay bands, with 70% of colleagues being in pay bands 2-5. In Band 7, the proportion of women increased by 3.1 percentage points, rising from 46.1% in March 2023 to 49% in March 2024. For Band 8A and Band 8C, there was a decline in the proportion of women, while Bands 8B and 8D saw slight increases. Specifically, Band 8B rose from 46.2% to 47.1%, and Band 8D increased from 37% to 42.4%. In Band 9, the proportion of women remained consistent at 42.9% across both years.
+The chart shows colleague counts and gender percentages for each pay band and directorate. It also shows breakdown for the previous five years. The majority of our workforce are concentrated in the lower pay bands, with 70% of colleagues being in pay bands 2-5. In Band 7, the proportion of women increased by 2.9 percentage points, rising from 46.1% in March 2023 to 49% in March 2024. For Band 8A and Band 8C, there was a decline in the proportion of women, while Bands 8B and 8D saw increases. Specifically, Band 8D increased from 37% to 42.4%. In Band 9, the proportion of women remained consistent at 42.9% across both years.
 
 Filtering by directorate shows that seven of the eight directorates have a greater percentage of women than men.

inst/app/www/assets/markdown/03_gender_pay_gap_2.md

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 ### Mean and median gender pay gap by AfC band and directorate
 
-The chart illustrates the gender pay gap across various AfC bands. It shows that in Bands 2 to 4, the pay gap is small. In Bands 5 and 8d, women’s earnings are higher than those of men. Band 9, however, presents an 9.8% pay gap favouring men. This is likely to be due to the length of service and very low numbers within that band.
+The chart illustrates the gender pay gap across various AfC bands. It shows that in Bands 2 to 4, the pay gap is small. In Bands 5 and 8D, women’s earnings are higher than those of men. Band 9, however, presents an 9.8% pay gap favouring men. This is likely to be due to the length of service and very low numbers within that band.
 
-In non-AfC pay bands, women represent 57% of the workforce. Yet, they are more commonly found in roles associated with lower pay when grouped by hourly earnings. In contrast, roles such as NHS Executive and Senior Manager positions are more frequently held by men. This pattern is a factor in the gender pay gap within non-AfC pay band. We have a number of programmes aimed at women's development including leadership development. These have contributed to an increase representation of women at more senior roles.
+In non-AfC pay bands, women represent 57% of the workforce. Yet, they are more commonly found in roles associated with lower pay when grouped by hourly earnings. In contrast, roles such as NHS Executive and Senior Manager positions are more frequently held by men. This pattern is a factor in the gender pay gap within non-AfC pay band. However, compared to March 2023, there has been a 0.6% reduction in the mean pay gap and a 4.2% reduction in the median pay gap, reflecting progress toward narrowing the disparity. We have a number of programmes aimed at women's development including leadership development. These have contributed to an increase representation of women at more senior roles.

inst/app/www/assets/markdown/04_quartile.md

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 The chart shows the proportion of men and women in each pay quartile compared to the overall NHSBSA workforce. The proportion of men and women in each quartile, from the lowest to the highest paid, is calculated by dividing the workforce into four equal parts. 
 
-This shows that the gender split of the lower to middle pay quartiles significantly favour women. They are over-represented relative to the NHSBSA workforce overall which is 60.5%, and this influences the gender pay gap. In the highest pay quartile, men and women are now almost equally represented, which is a positive development. This has improved by 1.1% since March 2023. However, the quartile still doesn't fully reflect the overall workforce, indicating there is still progress to be made.
+This shows that the gender split of the lower to middle pay quartiles significantly favour women. They are over-represented relative to the NHSBSA workforce overall which is 60.9%, and this influences the gender pay gap. In the highest pay quartile, men and women are now almost equally represented, which is a positive development. This has improved by 1.1% since March 2023. However, the quartile still doesn't fully reflect the overall workforce, indicating there is still progress to be made.
 
 Review the chart for insights from previous reporting years.

inst/app/www/assets/markdown/06_summary.md

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 ## Summary
 
-The mean gender pay gap for hourly pay within the NHSBSA in 2022-23 is 12.6%, a decrease of 1.4 percentage points from the previous year. Similarly, the median gender pay gap has also improved, down to 8.9% from 12.5% in March 2022. The NHSBSA employs more women than men (60.5% to 39.5%) and the majority (70.5%) of our roles are within lower pay bands. These roles have a significantly higher concentration of women, which influences our gender pay gap. It is positive to see an improvement in the percentage of women in the highest pay quartile, with an increase of 2.8 percentage points from the previous year. However, this is still not enough to offset the effect of the concentration of women in the lower quartiles.
+The mean gender pay gap for hourly pay within the NHSBSA in 2023-24 is 12.5%, reflecting a very slight decrease of 0.1 percentage points compared to the previous year. Similarly, the median gender pay gap remains largely unchanged, shifting marginally from 8.9% to 9%. The NHSBSA employs more women than men (60.9% to 39.1%) and the majority (70%) of our roles are within lower pay bands. These roles have a significantly higher concentration of women, which influences our gender pay gap. It is positive to see an improvement in the percentage of women in the highest pay quartile, with an increase of 1.1 percentage points from the previous year. However, this is still not enough to offset the effect of the concentration of women in the lower quartiles.