{"id":1063,"date":"2020-10-01T07:50:12","date_gmt":"2020-10-01T07:50:12","guid":{"rendered":"https:\/\/www.glos.ac.uk\/information\/?post_type=ht_kb&p=1063"},"modified":"2023-03-30T11:33:36","modified_gmt":"2023-03-30T11:33:36","slug":"gender-pay-gap-report-2018-19","status":"publish","type":"ht_kb","link":"https:\/\/www.glos.ac.uk\/information\/knowledge-base\/gender-pay-gap-report-2018-19\/","title":{"rendered":"Gender Pay Gap Report 2018-19"},"content":{"rendered":"\n
Introduction<\/h2>\n\n\n\n
The University of Gloucestershire is committed to advancing equality and valuing diversity in all of its practices. We are developing a culture that actively: respects and values differences, recognising that staff and students from different backgrounds, cultures and experiences bring valuable insight to the university; and that actively combats prejudice, discrimination and harassment by raising awareness and challenging attitudes. We continue to create fair and open policies and processes that encourage and facilitate both staff and students to develop, progress and achieve their true potential.<\/p>\n\n\n\n
Our Strategic Plan for 2017-2022 states:<\/h3>\n\n\n\n
\u201cThe university is a people-based organisation. Achievement of all our goals depends on the skills, professionalism and engagement of our staff. The highest priority amongst our enablers is therefore to recruit, retain and motivate excellent staff, and to create a working environment in which all staff can achieve their full potential and be part of the transformational purpose of the university.\u201d<\/p><\/blockquote>\n\n\n\n
This is our second Gender Pay Gap Report, enabling a comparison with last year\u2019s data. While we have seen a number of changes, the duration between the reporting periods is too short to comment on the effectiveness of our actions with any confidence.<\/p>\n\n\n\n
Compared to last year\u2019s data, we have seen:<\/p>\n\n\n\n
a small reduction in our median gap<\/li>
a reduction in the proportion of women in the lower quartile<\/li>
some small changes in the mean gap within quartiles<\/li>
an improvement in the upper middle quartile<\/li>
a slight increase in the lower middle and lower quartiles.<\/li><\/ul>\n\n\n\n
Given the difficulty in assessing impact, the decision was made to continue with the same actions as we identified last year. We have, though, reviewed the action plans of others across the Higher Education sector to benchmark their performance against their actions. The good practice identified has been introduced into our action plan for 2019. We have also looked at the Government publication*, and have incorporated a number of the approaches they identified as \u2018effective actions\u2019. These are actions that have been trialled to assess any reductions in the gender pay gap and improve gender equality in organisations.<\/p>\n\n\n\n
*Reducing the gender pay gap and improving gender equality in organisations: Evidence-based actions for employers.<\/em><\/p>\n\n\n\n
Contextual information<\/h2>\n\n\n\n
We welcome the opportunity to report on our gender pay gap; we are keen to play our role in achieving real gender equality.<\/strong><\/p>\n\n\n\n
Following on from last year, we have now incorporated our gender pay gap action plan within the University Equality and Diversity objectives for 2018-2022. We also continue to undertake Equal Pay Reviews, with the most recent undertaken in 2018.<\/p>\n\n\n\n
Our 2018 Equal Pay Review concluded we had a 1.4% (mean) gender pay gap amongst our academic staff, a reduction on the previous review (2016). While there is no legal definition of what constitutes a pay gap, it is generally accepted that a gap of between 3%-4.9% warrants further investigation, whereas 5% and above is regarded as \u2018significant\u2019.<\/p>\n\n\n\n
In relation to our professional services staff, the 2018 review highlighted a significant mean gender pay gap. This gap occurred because of a disproportionate number of women in the lower grades, which is consistent with the data in our Gender Pay Gap Report. This trend is reflective of the Higher Education sector. Despite this pay gap, the 2018 Equal Pay Review highlighted a more even gender balance in senior roles across both academic and professional services. This is an improving picture for the university.<\/p>\n\n\n\n
One important point to note is that the gender pay gap is different to equal pay.<\/p>\n\n\n\n
Equal pay<\/strong> refers to the differences in pay between men and women who carry out \u2018like work\u2019: work that is broadly similar; work rated as equivalent under a job evaluation scheme; or work found to be of equal value in terms of effort, skill or decision making.<\/li>
A gender pay gap<\/strong> shows the difference in average pay between men and women, regardless of grade.<\/li><\/ul>\n\n\n\n
Our data**<\/h2>\n\n\n\n
For the purpose of this calculation, the university\u2019s workforce was 1,399 with a gender profile 60% female and 40% male.<\/strong><\/p>\n\n\n\n
The mean and median gender pay gap is based on an hourly rate of pay calculated in accordance with the regulations:<\/p>\n\n\n\n
\n
\nMean gender pay gap 17.83%<\/figcaption><\/figure>\n<\/div>\n\n\n\n
\nMedian gender pay gap 16.18%<\/figcaption><\/figure>\n<\/div>\n<\/div>\n\n\n\n
The mean and median bonus gender pay gap and the proportion of men and women receiving a bonus payment:<\/p>\n\n\n\n
mean bonus gender pay gap is -24.16%<\/li>
median bonus gender pay gap is -35.61%<\/li>
proportion of men receiving a bonus is 0.88%<\/li>
proportion of women receiving a bonus is 0.24%.<\/li><\/ul>\n\n\n\n
A very small number of senior leaders receive a bonus. Otherwise, the university does not use bonuses as part of our remuneration framework for the great majority of staff. Any change therefore has a big impact on our percentage figures. It\u2019s inappropriate to compare year-on-year data in relation to bonuses.<\/p>\n\n\n\n
**The workforce profile is based on a snapshot of relevant, full-pay employees as at March 2018. The prescriptive nature of the regulations means that the hourly rates of pay are approximate to our own pay scales.<\/em><\/p>\n\n\n\n
Pay band quartiles<\/h2>\n\n\n\n
Here we show the proportion of men and women in each quartile pay band.<\/strong><\/p>\n\n\n\n
Each quartile is calculated by dividing the workforce into four equal parts. For us this equates to 350 employees per quartile.<\/p>\n\n\n\n
Percentage of men and women in each quartile<\/h3>\n\n\n\n
\n
\n\n\n
Mean gap is 0%<\/p>\n<\/div>\n\n\n\n
\n\n\n
Mean gap is 2%<\/p>\n<\/div>\n<\/div>\n\n\n\n
\n
\n\n\n
Mean gap is 3%<\/p>\n<\/div>\n\n\n\n
\n\n\n
Mean gap is 3%<\/p>\n<\/div>\n<\/div>\n\n\n\n
Our action plan<\/h2>\n\n\n\n
As mentioned earlier, we recognise that sustained and purposeful change will take time. The impact of our actions will only be effective in the longer term.<\/strong><\/p>\n\n\n\n
The actions set out below are a continuation of our existing actions, plus the \u2018effective actions\u2019 taken from the Government publication Reducing the gender pay gap and improving gender equality in organisations: Evidence-based actions for employers.<\/p>\n\n\n\n
We will:<\/strong> <\/p>\n\n\n\n
Undertake an Equal Pay Review every two years with the findings reported to University\u2019s Executive Committee.<\/li>
Continue to actively support and encourage women to apply for Reader and Professorial vacancies.<\/li>
Continue to update related HR policies in collaboration with the trade unions.<\/li>
Mandate all recruiting managers to complete the e-learning recruitment module and one day Interviewers Skills training.<\/li>
Taking steps to ensure that our recruitment and selection processes are without bias. This includes: using gender neutral language in our job descriptions; using positive action statements in our job adverts; placing our adverts in a diverse range of communication channels; using skills-based tests where tests are to be used; include multiple women in shortlist and promotions; communicating our family friendly and flexible working policies. Executive had already previously agreed to implement the positive action provision, Section 159 of the Equality Act 2010.<\/li>
Continue to monitor starting salaries to ensure fairness and consistency, and challenge inappropriate decisions. The monitoring information will be included in our annual, published People Report and reported to the Academic Leadership Group.<\/li>
Continue with Aurora, the Advance HE women-only leadership development programme. Since 2013, 30 female members of staff have been supported to participate.<\/li>
Use our work on developing an Academic Career Framework during 17\/18 and 18\/19 to provide a structure and transparency for academic staff in understanding the roles and opportunities which are available, and how they can achieve promotion. This will also help managers understand how individuals are considered for promotion in a structured and consistent way, based on individual skills and expertise.<\/li><\/ul>\n","protected":false},"excerpt":{"rendered":"
The UoG’s 2018\/19 Gender Pay Gap Report.<\/p>\n","protected":false},"author":21,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","format":"standard","meta":{"_acf_changed":false,"_searchwp_excluded":"","footnotes":""},"schools":[],"campuses":[],"subject_area":[],"ht-kb-category":[108],"ht-kb-tag":[117,118,119],"class_list":["post-1063","ht_kb","type-ht_kb","status-publish","format-standard","hentry","ht_kb_category-equality-and-diversity","ht_kb_tag-gender","ht_kb_tag-pay-gap","ht_kb_tag-report"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb\/1063","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb"}],"about":[{"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/types\/ht_kb"}],"author":[{"embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/users\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/comments?post=1063"}],"version-history":[{"count":24,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb\/1063\/revisions"}],"predecessor-version":[{"id":13068,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb\/1063\/revisions\/13068"}],"wp:attachment":[{"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/media?parent=1063"}],"wp:term":[{"taxonomy":"schools","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/schools?post=1063"},{"taxonomy":"campuses","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/campuses?post=1063"},{"taxonomy":"subject_area","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/subject_area?post=1063"},{"taxonomy":"ht_kb_category","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb-category?post=1063"},{"taxonomy":"ht_kb_tag","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb-tag?post=1063"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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