Women working at Maidstone and Tunbridge Wells NHS Trust hospitals are earning 25% less than their male counterparts on average, according to new figures.

All organisations employing more than 250 people must now report their gender pay gap - the difference between the average hourly rate for a male and a female employee - to the Government Equalities Office.

Earlier this week, it emerged that men are being paid more than women at every council in Kent except one.

However, an average of all salaries within an organisation might be skewed by very high or very low salaries, therefore employers must also calculate the median gap, which looks at the difference between the midpoint of men and women's salaries.

When using the median, the figures for the 2017-18 financial year show women still earned 6% less than men.

Companies also have to publish the gender split of their employees in four broad pay bands, as a large gender pay gap is sometimes explained by fewer women at the top end of the pay scale.

However, the NHS' workforce is more than three-quarters female, so there are more women in every pay band.

The top group of earners at Maidstone and Tunbridge Wells NHS Trust is 63% female, while in the lowest group 76% of staff are women.

The gap between what male and female workers earn based on average hourly earnings for all workers in the UK in 2017 was 17.4%, according to the Office of National Statistics. The median gender pay gap is 18.4%.

MTW says its workforce is predominantly female - with around 76% of staff being women, but notes there are more men in senior medical roles.

A trust spokesperson said: "MTW is committed to supporting female progression in our trust. We are working with colleagues to improve the professional pathways for women to encourage them to apply for senior medical and non-medical roles.

“In addition, we are highlighting ways lower paid band roles can access training and apprenticeship opportunities, reviewing working patterns and access to flexible working, and providing additional support to women medics applying for enhanced financial recognition through the Clinical Excellence Award (CEA) scheme."

The trust adds that only consultants can apply for CEAs and this is one of the main reasons behind MTW’s gender pay gap, which it insists is being addressed.