Gender pay
We are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
This requires us to report on a number of metrics, (6 calculations) as of 31 March each year, that show the gender pay gap difference between the average earnings of men and women (expressed as both the mean and median), shown as a percentage of men’s earnings.
Gender pay gap is different to and should not be confused with equal pay. The data published does not involve publishing individual employees data.
The metrics
The Metrics are based on hourly earnings as of 31 March 2017, on a staff base of 2,462 staff (core and hourly paid) (56% female and 44 % male).
Hourly rate
Mean and median based on an hourly rate of ordinary pay i.e. full earnings distribution:
| Mean gender pay gap | Median gender pay gap | Total | |
|---|---|---|---|
| Men | £22.38 | £21.57 | 1,092 |
| Women | £20.31 | £19.96 | 1,370 |
| Gap % | 9.25% | 7.46% |
Bonus pay
Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:
| Mean gender bonus gap | Median gender bonus gap | Proportion receiving bonus | |
|---|---|---|---|
| Men | 7.04% | 4.66% | 9.52% |
| Women | 10.07% |
Quartile pay band
The proportion of male and female employees in each quartile pay band, showing the spread of male and female earners across the University:
| Pay band | Number of men | Percentage of men | Number of women | Percentage of women |
|---|---|---|---|---|
| Quarter 1 | 239 | 38.86% | 376 | 61.14% |
| Quarter 2 | 238 | 38.64% | 378 | 61.36% |
| Quarter 3 | 283 | 46.02% | 332 | 53.98% |
| Quarter 4 | 332 | 53.90% | 284 | 46.10% |
The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.
Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality fora groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.