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Gender pay gap

The University of Hertfordshire places the highest importance on attracting, developing and retaining outstanding staff. Our Strategic Plan focuses on transforming lives and ensures our staff flourish in the work that they do and that their career development is recognised and rewarded. The reasons for pay differentials are complex and we are taking a number of actions and initiatives to reduce these differences.

"We are committed to building a diverse and inclusive community, attracting and developing outstanding people to work here. We need to recognise and reward the contribution of our staff fairly, and it is important that we are transparent in how we do this. Our Gender Pay Report explains the gender pay gap at the University and what we’re doing to tackle it. It also compares this year’s pay data with previous years."

Professor Quintin McKellar CBE


Our staff profile

The data in this report is based on a snapshot of information from the month ending 31 March 2019. This year’s report includes a total of 3,220 staff, comprising of 1,952 (60.6%) female and 1,268 (39.4%) male staff.

There are differences between the gender pay gap and equal pay. The former calculates rates of pay and bonus within quartile pay bands, whereas the latter analyses the equality of pay in relation to the same or similar work. Differences in gender pay should be addressed where it is appropriate, and we will be publishing a separate report on equal pay later this year.

As in previous years, there are more female staff than male staff in total at the University and in each of the quartile bands. The number of female staff in the upper quartile pay band has decreased since 2018, but the proportion of female (53%) staff to male (47%) has remained the same. A higher proportion of male staff hold senior roles when compared to female.

Breakdown by quartile band 2019

Quartile bandFemale%Male%Total
Lower Middle5036230438807
Upper Middle4515635344804
Grand total1,952611,268393,220

Breakdown by quartile band 2018

Quartile bandFemale%Male%Total
Lower Middle5246330237826
Upper Middle4785834842826
Grand total2,008611,297393,305

Breakdown by quartile band 2017

Quartile bandFemale%Male%Total
Lower Middle4826426636748
Upper Middle4315831742748
Grand total1,813611,178392,991

Our gender pay data

The difference between male and female staff pay

Rate of pay2019
Mean (average) %
Median (middle)
Hourly rate of pay12.7416.19
Bonus pay paid17.240.00
Proportion of males and females paid a bonus2019

As of March 2019, our mean gender pay pap for hourly rates of pay is 12.74% and the median gender pay gap is 16.19%, maintaining a downward trend and reducing the gender pay gap since 2017. There has been a significant reduction in the mean bonus pay gap by 9.12%, which has been achieved in part by a thorough review of how we award bonuses. The proportion of eligible staff receiving a bonus has increased from last year, with marginally more female staff receiving a bonus than male.

The reasons for our gender pay gap are complex, often impacted by multiple historical factors. This year’s report includes 85 fewer staff compared to last year, of which 65.88% were female. We follow recruiting best practice and recruit new staff at the start of the pay scale which can have an impact on our pay gap. A higher reduction of female staff numbers and turnover of female staff onto a lower starting pay scale are contributing factors.

The mean hourly rate for male staff is £24.02 and £20.96 for females. This is a difference of £3.06, which represents 12.74% mean pay gap. The median hourly rate for male staff is £22.41 and £18.78 for females. This is a difference of £3.63 which represents a 16.19% median pay gap. The mean bonus pay amount for male staff is £297.97 and £246.59 for female. The difference of £51.38 represents 17.24% mean pay gap.

Closing the pay gap

We are committed to building a diverse and inclusive community at the University, recognising the contribution of staff fairly. To tackle the pay gap effectively, we are focused on driving improvements within our individual strategic business units. These initiatives include:

Business intelligence and monitoring

  • Better segmented reporting and analysis of staff and pay by gender.

Recruitment and retention

  • Annual and monthly reporting and analysis of application, shortlisting and appointment data.
  • Monitoring how we use recruitment websites and agencies to ensure applications are diverse.
  • Improving how we integrate new employees into the organisation.
  • Promoting work-life balance.
  • Making changes to how we reward staff to make the process fairer.
  • Making best use of our flexible working and family friendly policies.

Continuous professional development

  • Provide development opportunities that enable career progression, such as Aurora, Diversity in Leadership, Fellowships and Continuing Professional Academic Development.
  • Increase the number of equality, diversity and inclusion workshops held.
  • Improve the awareness of unconscious bias online training.

Staff networks

  • Continue to prompt and support staff networks and mentoring schemes.