{"id":17247,"date":"2024-08-19T08:15:59","date_gmt":"2024-08-19T08:15:59","guid":{"rendered":"https:\/\/www.glos.ac.uk\/information\/?post_type=ht_kb&#038;p=17247"},"modified":"2024-08-19T08:16:00","modified_gmt":"2024-08-19T08:16:00","slug":"gender-pay-gap-report-2024-25","status":"publish","type":"ht_kb","link":"https:\/\/www.glos.ac.uk\/information\/knowledge-base\/gender-pay-gap-report-2024-25\/","title":{"rendered":"Gender Pay Gap Report 2024-25"},"content":{"rendered":"\n<h3 class=\"heading wp-block-heading\">Introduction<\/h3>\n\n\n\n<p class=\" extra-pb\">The University of Gloucestershire is committed to advancing equity, valuing, and celebrating diversity and fostering an inclusive culture which is articulated in the Vision set out in our Equity, Diversity and Inclusion Strategy, \u2018Belonging\u2019, 2022-2027:<\/p>\n\n\n\n<section id=\"lead--8593\" class=\"acf-block acf-block--lead align    \">\n<style>\n\t#lead--8593::before,#lead--8593::after{background-color:#000000!important;}\n<\/style>\n<svg aria-hidden=\"true\" version=\"1.2\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" overflow=\"visible\" preserveAspectRatio=\"none\" viewBox=\"0 0 117.99999 146\" width=\"117.99999\" height=\"146\"><g transform=\"translate(0, 0)\"><g transform=\"translate(0, 9.298117831235686e-16) rotate(0)\"><path fill=\"#000000\" d=\"M61.26887,146h-61.26887l55.69763,-73.0111l-55.64577,-72.926l61.26887,-0.0629l56.67926,73.15169zM6.20468,142.6372l53.60471,-0.0518l54.30111,-69.73311l-0.06297,-0.08139l-54.23444,-69.99209l-53.56396,0.0555l53.31207,69.8626z\" style=\"stroke-width: 0; stroke-linecap: butt; stroke-linejoin: miter;\" vector-effect=\"non-scaling-stroke\"\/><\/g><defs><path id=\"path-1677255449551573141\" d=\"M61.26887,146h-61.26887l55.69763,-73.0111l-55.64577,-72.926l61.26887,-0.0629l56.67926,73.15169zM6.20468,142.6372l53.60471,-0.0518l54.30111,-69.73311l-0.06297,-0.08139l-54.23444,-69.99209l-53.56396,0.0555l53.31207,69.8626z\" vector-effect=\"non-scaling-stroke\"\/><\/defs><\/g><\/svg>\n\t<div class=\"columns is-flex\">\n\t\t<div class=\"column is-paddingless\">\n\t\t\t<p>&ldquo;&hellip; Create\u202fan\u202finclusive\u202fUniversity\u202fwhere\u202feveryone is treated fairly and with respect, where we feel valued and have a sense of belonging; a culture where it is safe to speak up and speak out and where\u202fwe are empowered to grow and realise our full potential&rdquo;.<\/p>\t\t<\/div>\n\t<\/div>\n<\/section>\n\n\n\n<p class=\" extra-pt\">This Strategy encapsulates our focus on equity, diversity, and inclusion with ambitious objectives for change. It signals a deliberate move towards a fully integrated approach to equity, diversity, and inclusion where structures and systems are aligned, and inclusive behaviours are recognised and rewarded. It articulates a clear direction and vision for the university.<\/p>\n\n\n\n<p>Equity, diversity, and inclusion is a key theme within our refreshed Strategic Plan, 2022 &#8211; 2027 and integral to all other university strategies.<\/p>\n\n\n\n<p>This is our 8th gender pay gap report, enabling a comparison with data collected since 2017. We have seen a positive impact as a result of the actions we have been taking, with a reduction in both our Mean and Median gaps since reporting started.<\/p>\n\n\n\n<p>Our Mean gap is 8.34% and our Median gap is 4.69%.<\/p>\n\n\n\n<p>Given the positive effect of our action plan, the decision has been made to consolidate our existing actions, tailoring implementation relevant to the local context and challenges.<\/p>\n\n\n\n<h3 class=\"heading wp-block-heading\">Contextual Information<\/h3>\n\n\n\n<p><strong>The University welcomes the opportunity to report on its gender pay gap; we are keen to play our role in achieving real gender equality.<\/strong><\/p>\n\n\n\n<p>From 2018 we took the decision to incorporate our gender pay gap action plan within our equality and diversity objectives for 2018-2022. We also continue to undertake biennial equal pay reviews, with the next review being due in 2025.<\/p>\n\n\n\n<p>One important point to note is that gender pay gap is different to equal pay. Equal pay refers to the differences in pay between men and women who carry out \u2018like work\u2019 \u2013 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. A gender pay gap shows the difference in average pay between men and women, regardless of grade.<\/p>\n\n\n\n<h3 class=\"heading wp-block-heading\">Our data*<\/h3>\n\n\n\n<p><strong>For the purpose of this calculation, the University\u2019s workforce was 1,139 with a gender profile which was 59.5% female and 40.5% male.<\/strong><\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"987\" height=\"1024\" src=\"https:\/\/cmsr-web-assets.glos.ac.uk\/sites\/129\/2022\/02\/25120438\/Gender-pay-gap-987x1024.jpg\" alt=\"Gender pay gap\" class=\"wp-image-129000003701\" \/><figcaption class=\"wp-element-caption\">Mean gender pay gap = 8.34%<\/figcaption><\/figure>\n\n\n\n<div class=\"wp-block-columns are-vertically-aligned-center is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p>\u00a321.53 per hour<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p>\u00a323.49 per hour<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"987\" height=\"1024\" src=\"https:\/\/cmsr-web-assets.glos.ac.uk\/sites\/129\/2022\/02\/25120438\/Gender-pay-gap-987x1024.jpg\" alt=\"Gender pay gap\" class=\"wp-image-129000003701\" \/><figcaption class=\"wp-element-caption\">Median gender pay gap = 4.69%<\/figcaption><\/figure>\n\n\n\n<div class=\"wp-block-columns are-vertically-aligned-center is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p>\u00a320.60 per hour<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p>\u00a321.61 per hour<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"has-is-7-font-size is-7\"><strong>*<\/strong><em>The workforce profile is based on a snapshot of relevant, full pay employees as at March 2024.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<h3 class=\"heading wp-block-heading\"><strong>Pay Band Quartiles<\/strong><\/h3>\n\n\n\n<p>Each quartile is calculated by dividing the workforce into four equal parts. <\/p>\n\n\n\n<p>For the University this equates to 285 employees per quartile.<\/p>\n\n\n\n<h4 class=\"heading wp-block-heading\">Percentage of men and women in each quartile<\/h4>\n\n\n\n<p><strong>Proportion of male and female employees in Quartile 1 \u2013 Lower Quartile<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Male = 28.5%<\/li>\n\n\n\n<li class=\"\">Female = 71.5%<\/li>\n<\/ul>\n\n\n\n<p><strong>Proportion of male and female employees in Quartile 2 \u2013 Lower Middle Quartile<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Male = 40.70%<\/li>\n\n\n\n<li class=\"\">Female = 59.30%<\/li>\n<\/ul>\n\n\n\n<p><strong>Proportion of male and female employees in Quartile 3 \u2013 Upper Middle Quartile<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Male = 42.1%<\/li>\n\n\n\n<li class=\"\">Female = 57.9%<\/li>\n<\/ul>\n\n\n\n<p><strong>Proportion of male and female employees in Quartile 4 \u2013 Top Quartile<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Male = 50.5%<\/li>\n\n\n\n<li class=\"\">Female = 49.5%<\/li>\n<\/ul>\n\n\n\n<h3 class=\"heading wp-block-heading\">Our action plan<\/h3>\n\n\n\n<p><strong>We are starting to see a positive impact as a result of the actions we have taken.<\/strong><\/p>\n\n\n\n<p>We recognise that sustained and purposeful change will take time and the impact of our short-term measures will only be effective in the longer term. The decision has been made to consolidate our actions, tailoring implementation relevant to the local context and challenges.<\/p>\n\n\n\n<p><strong>We will continue to:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Take 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 wide range of communication channels; using skills-based test where tests are to be used; include multiple women in shortlist and promotions; introduce transparency to promotion, pay and reward processes and communicate our family friendly and flexible working policies. Executive have already agreed to implement the positive action provision, Section 159 of the Equality Act 2010.<\/li>\n\n\n\n<li class=\"\">Undertake an equal pay review every two years with the findings reported to University\u2019s Executive Committee.<\/li>\n\n\n\n<li class=\"\">Actively encourage and support women to apply for Associate Professor and Professor vacancies.<\/li>\n\n\n\n<li class=\"\">Identify and implement actions that will impact positively on roles where horizontal occupational segregation appears to exist.<\/li>\n\n\n\n<li class=\"\">Monitor starting salaries to ensure fairness and consistency, and challenge inappropriate decisions. The monitoring information will be included in our regular reporting to senior management teams and Remuneration and HR Committee.<\/li>\n\n\n\n<li class=\"\">Rationalise our suite of pay and benefit policies to provide clear, consistent and easy to understand advice and guidance.<\/li>\n\n\n\n<li class=\"\">Update related HR policies in collaboration with the trade unions.<\/li>\n\n\n\n<li class=\"\">Continue to promote and encourage participation on Aurora, the Advance HE\u2019s women-only leadership development programme.<\/li>\n\n\n\n<li class=\"\">Develop our existing mentoring practice into a more formal intervention available for all staff and support the establishment and development of our staff networks.<\/li>\n\n\n\n<li class=\"\">Develop our work to increase the diversity of our Student Ambassadors.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Introduction The University of Gloucestershire is committed to advancing equity, valuing, and celebrating diversity and fostering an inclusive culture which is articulated in the Vision set out in our Equity, Diversity and Inclusion Strategy, \u2018Belonging\u2019, 2022-2027: This Strategy encapsulates our focus on equity, diversity, and inclusion with ambitious objectives for change. It signals a deliberate [&hellip;]<\/p>\n","protected":false},"author":79,"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":[],"class_list":["post-17247","ht_kb","type-ht_kb","status-publish","format-standard","hentry","ht_kb_category-equality-and-diversity"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb\/17247","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\/79"}],"replies":[{"embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/comments?post=17247"}],"version-history":[{"count":1,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb\/17247\/revisions"}],"predecessor-version":[{"id":17248,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb\/17247\/revisions\/17248"}],"wp:attachment":[{"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/media?parent=17247"}],"wp:term":[{"taxonomy":"schools","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/schools?post=17247"},{"taxonomy":"campuses","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/campuses?post=17247"},{"taxonomy":"subject_area","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/subject_area?post=17247"},{"taxonomy":"ht_kb_category","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb-category?post=17247"},{"taxonomy":"ht_kb_tag","embeddable":true,"href":"https:\/\/www.glos.ac.uk\/information\/wp-json\/wp\/v2\/ht-kb-tag?post=17247"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}