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The metrics: March 2017

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
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

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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