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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 gapMedian gender pay gapTotal
Men£22.38£21.571,092
Women£20.31£19.961,370
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 gapMedian gender bonus gapProportion receiving bonus
Men7.04%4.66%9.52%
Women10.07%

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 bandNumber of menPercentage of menNumber of womenPercentage of women
Quarter 123938.86%37661.14%
Quarter 223838.64%37861.36%
Quarter 328346.02%33253.98%
Quarter 433253.90%28446.10%

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.

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