As part of our commitment to pay and conditions free from discrimination, we have published our 2019 Equal Pay Review.*
In conducting this review, the University consulted with colleagues from our Trade Unions and staff networks. Together, through joint meetings, we interrogated the data, discussed findings and considered action points arising.
Alongside our regular equal pay reviews, there is also a statutory requirement for organisations to report their Gender Pay Gap data through the Government’s Gender Pay Gap Service. These two forms of reporting are very different, but both help us to understand the issues contributing to pay gaps:
- Equal Pay Reviews – look at differences between groups of employees who do work of equal value (our reviews predominantly focus on gender, ethnicity and disability)
- Gender Pay Gap reporting – measures the difference between the average pay of all male and all female employees, irrespective of their job role or seniority. A Q&A can be found here.
The data presented in our 2019 Equal Pay Review, demonstrates that, at an institutional level, we continue to provide equal pay for work of equal value with respect to gender. While the data suggests the same is true for both ethnicity and disability, we need to be cautious in this conclusion due to the limited amount of data available.
When looking at pay gaps between all staff (by gender, ethnicity and disability), irrespective of pay level, our mean equal pay gaps are 20.4 per cent (by gender), 6.3 per cent (by ethnicity) and 15.2 per cent (by disability status). When comparing within pay levels (i.e. “work of equal value”), the majority of our mean and median equal pay gaps (for gender, ethnicity and disability status), are less than 3.0 per cent.
Responding to the review, Professor Mark Spearing, our Equality, Diversity and Inclusion Champion said:
“I am pleased that the 2019 Equal Pay Review shows that the University provides equal pay for work of equal value. It is very clear though, that we have much to do to address the imbalances borne out by our overall pay gaps. In the context of our emerging Equality, Diversity and Inclusion Strategy, one of the priority areas we are exploring is what we can do to ensure a diversity of colleagues are supported and encouraged to develop their careers within our University. This includes taking a hard look at this aspect of our appraisal, promotions and recruitment processes.”
Anne-Marie Sitton, Executive Director of Human Resources adds to these comments:
“To address the challenges that this review and others are highlighting, we must challenge ourselves to do all we can to ensure that pay equality, as part of our wider equality, diversity and inclusion agenda, is central to everything that we do.
Our Equality, Diversity and Inclusion Committee and other relevant bodies will consider the findings of this review and make recommendations for any further activity where they consider that actions are not already underway or sufficiently covered, in order to positively influence the pay gaps highlighted in this report.”
*Please note, publication was delayed due to the impact of COVID-19.
