The Metrics are based on hourly earnings as of 31 March 2020, on a staff base of 2,574 staff (core and hourly paid) (57.4% female and 42.6% male).
Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:
| Mean gender pay gap | Median gender pay gap | Total | |
|---|---|---|---|
| Men | £23.48 | £22.41 | 1,063 |
| Women | £21.07 | £20.62 | 1,397 |
| Gap % | 10.26% | 7.99% | 2,460 employees |
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 | 4.13% | 5.32% | 5.64% |
| Women | 5.15% |
The proportion of male and female employees in each hourly rate quartile pay band:
| Pay band | Number of men | Percentage of men | Number of women | Percentage of women |
|---|---|---|---|---|
| Quarter 1 | 222 | 36.10% | 393 | 63.90% |
| Quarter 2 | 243 | 39.51% | 372 | 60.49% |
| Quarter 3 | 273 | 44.39% | 342 | 55.61% |
| Quarter 4 | 325 | 528.85% | 290 | 47.15% |
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.
