Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, all public authorities in England with 250 or more employees are required to report their gender pay gap data annually.
The Gender Pay Gap data provides the difference between the average earnings of men and women across an organisation, 以男性收入的百分比表示. The use of Gender Pay Gap data can help to identify the extent to which men and women undertake different types of roles, 在组织的不同层级, 哪些因素也会造成薪酬差异. It is different to equal pay data which considers rates of pay for the same level of work.
The University’s long-term commitment to equality and inclusivity is reflected in our Gender Pay Gap data. Over the last two years, we have reported the lowest Gender Pay Gap in the Higher Education Sector. 今年，平均工资差距是 -1%, when student employees are removed from the Gender Pay Gap calculation (students have the opportunity to undertake work at the University through our ‘earn as you learn’ scheme which has been very successful in preparing students for employment after completing their studies).
以下提供的数据与 万博体育app下载入口2019年性别薪酬差距报告 的快照日期 31 March 2019.
The quartile data (the split of employees into four groups by hourly rate, 为了显示各组男女的平衡), 表明女性占了 over 62% of employees across all four quartiles. This data is indicative of the University’s inclusive approach in all areas of work and the value it places on female employees at all levels.
This year’s report showed a small increase in female employees in Quartile 1, with a greater number of students choosing to undertake paid work within the University as ‘earn and you learn’ scheme. 因为万博体育app下载入口70%的学生是女性, it is inevitable that this gender split will have some impact on the overall data, especially when, during this year, student employees accounted for 9% of the University’s workforce. An additional report has been compiled to show what our gender pay gap data would be without the effect of this increase.
The mean is calculated by adding all employees’ hourly rates of pay together and dividing by the total number of employees. 平均数包括最低和最高的工资率.
The average hourly rate paid to women at the University, when looking at hourly rates across all pay bands is 3.8% 比男性的小时工资低，这是 mean gender pay gap.
这明显低于 高等教育板块平均为14.7% and the 全国平均性别工资差距为17.3% (ONS Annual Survey of Hours and Earnings 2019) and is likely to be one of the lowest in universities.
As mentioned above, the proportion of women in quartile 1 increased between 2018 and 2019, due to an increase in the number of our female students undertaking paid work. This change has led to a small difference in the annual mean figures for 2018 and 2019.
The median 这个方法是用来计算平均工资的吗, 找到所有员工每小时工资的中点. Therefore, half of the employees will earn a rate above the midpoint and half will earn a rate below the midpoint.
The median 大学的性别工资差距是 2.8%. When student employees are removed from this calculation, the median pay gap is -1%. 高等教育行业的平均水平为13%.
The University is committed to inclusion and the promotion of gender equality. Our gender pay gap data confirms we have good foundations in place and that women are well represented at all levels within our organisation.
We continue to keep our HR policies and processes under regular review to ensure we are making steps towards removing any existing gender pay gap and to ensure that there is a balanced representation of different genders within the workforce and across all roles.
We continue to monitor the employment ‘lifecycle’ of our staff; from initial recruitment ensuring that we have fair and consistent selection processes; having career development opportunities open for all job roles; clear and consistent promotion and salary processes; fair and flexible working practices.