Gender Pay Gap

Narrowing the gender pay gap is an important priority for us. We want to build on our track record of promoting an inclusive workforce and taking positive action to reduce inequalities.

Gender Pay Gap reporting looks at the percentage difference between the average pay of men and women, regardless of role. It's different to Equal Pay which has been a legal requirement since the Equal Pay Act of 1970.

We have a wide range of initiatives, policies and practices to reduce the gender pay gap, highlighted by our Athena SWAN charter mark, and leadership investment. For more information about our work and positive action, go to our Equality, Diversity and Inclusion pages.

The following University figures are also published on the Government’s website.

This calculation requires the University to show the difference between the mean hourly rate of pay that male and female ful-pay relevent employees receive.

The mean gender pay gap
Mean gender pay gap
Gender Rate of Pay 
 Female £21.20 
 Male £23.78
 Mean gender pay gap in hourly pay 12.15%

This calculation requires the University to show the difference between the median hourly rate of pay that male and female full-pay relevent employees recieve.

The media gender pay gap
Median gender pay gap
Gender Rate of Pay 
 Female £18.64
 Male £22.24
 Median gender pay gap in hourly pay 19.31%

This calculation requires the University to show the proportion of male and female full-pay relevent employees in four quartile pay bands, which is calculated by dividing the workforce into four equal parts. These quartile pay bands are established when making the calculation, so any other pay banding used in a workplace must not be used.

The workforce when split into quartiles based on mean average
workforce split into quartiles based on mean average
Gender Quartile 1 Quartile 2 Quartile 3 Quartile 4 
 Female  69.37%  61.05%  61.95%  51.28%
 Male  30.63%  38.95%  38.05%  48.72%

(Quartile 1 - lowest pay quartile, quartile 4 - highest pay quartile)

 

The University does not have a bonus scheme or policy.

According to Government guidance, to be included as a full-pay relevant employee, the employee must be paid their full usual pay during the pay period in which the snapshot date falls. If the employee is paid less than their usual rate because of being on leave for that period, they should not be counted as a full-pay relevant employee.

So, for example, if someone takes fully paid annual leave during the pay period, they are still a full-pay employee. But if they take some unpaid leave during the pay period – and therefore are paid less than their usual rate – they are not full-pay relevant employees. Examples include people on unpaid compassionate leave or unpaid sabbaticals.

If an employee is on any kind of leave and not being paid their full usual amount in the pay period, they are not full-pay relevant employees. For example, they are paid Statutory Sick Pay or Statutory Maternity Pay which is less than their usual pay.

If anyone was paid less than usual in the pay period for reasons other than leave, they are still counted as full-pay employees (for example, because they have been on strike during the pay period).

For more information about the methodology for the calculations, vist the Gov,uk website.

 

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Last edited: 12/03/2018 16:59:00