Gender and ethnicity pay gap

Our staff profile

This report is based on pay data for the month ending 31 March 2021. There is a small increase (less than 1%) in the proportion of female staff when compared to last year. This year our total number of staff is 3,097 which is 216 less than last year.

Breakdown by quartile band

Reporting the quartile bands for staff have provided an important comparator. For 2022, when compared to 2021, we see by proportion 7% more females in the lower band, 5% fewer in the lower middle, and 3% more in the upper with upper middle staying the same. As the proportion of male staff in the higher paying bands is more than the total population, male staff are more likely to be in higher graded posts with better rates of pay.

Our gender pay data

The difference between female and male staff average rates of pay

Proportion of males and females paid a bonus

Our staff profile

This latest report is based on pay data for the month ending 31 March 2020 and comprises 1,941 (59%) female and 1,372 (41%) male staff. There is a 2% increase in male staff reported here.

The total population of 3,313 individuals reflects the diverse range of employment options recorded for individuals in March 2020, with 1,980 (60%) holding substantive appointments and 1,333 (40%) holding a mix of substantive and atypical (visiting lecturer, casual) appointments. Therefore, to better understand what actions will help us reduce gaps within the University, we also calculate our findings by individual School of Study or professional services department.

When we report on gender pay gaps it is important to note there are differences to reporting 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. We are in the process of compiling a separate report on equal pay which is scheduled to be published later this year.

In the previous three years of reporting, the total proportions of female and male staff have remained the same, with some fluctuations in the quartile bands. Compared to 2020, this report includes a higher proportion of male staff (35%, +6%) in the lowest band but also increases in upper middle (45%, +1%) and upper (49%, +2%) pay quartiles. Male staff continue to be more likely to hold the highest graded posts.

Due to the reporting period, the effects of the COVID-19 pandemic in terms of staffing will be considered in the next annual report.

Breakdown by quartile band

Our gender pay data

The difference between female and male staff average rates of pay

Proportion of males and females paid a bonus

The results demonstrate pay gaps in favour of male staff, other than for mean bonus pay which is higher on average for female staff.

When compared to 2020, the report for 2021 sets out reductions in the total mean (10.45%, -2.29%) and median (14.33%, -1.86%) pay gaps, thus narrowing the respective differences to 90p and 86p for females for every £1 of male staff earnings. The mean hourly rate of pay for female staff is £21.87, whereas it is £24.42 for male staff – a difference of £2.55. The median hourly rate of pay for female staff is £19.21, whereas it is £22.42 for male staff – a difference of £3.21. These differences reflect the posts and pay grades held by individuals.

Due primarily to changes in the performance bonus payment scheme for senior staff, we are reporting, for the first time, a gap in favour of female staff of 94p for males for every £1 for female staff bonus pay. This is a change of 23.9% in favour of female staff compared to 2020. The mean average bonus pay for female staff is £204.52, whereas it is £191.80 for male staff. The median for bonus pay remains at 0% due to the voucher payment to staff made in December.

This report also records a reduction of 1.46% of the proportion of females receiving bonus pay with the difference at 5.1% being a more significant reduction for males.

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

Our gender pay data

The difference between male and female staff pay

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.

Our staff profile

Our staff profile

This is our second ethnicity pay gap report. It is based on a snapshot of information from the month ending 31 March 2020, and comprises the self-declared ethnicity of 3,313 staff with 699 Black, Asian and Minority Ethnic (Black, Asian, Minority, Ethnic), 2,482 white and 132 refused/unknown records. For simplicity in reporting comparator results, this latter group are excluded from the reporting outcomes that follow. We continue to welcome individuals to declare this information. Even though our HESA records demonstrate higher rates of declaration than average, we understand that with this awareness we'd make even more informed decisions.

Compared to 2020, this dataset is bigger by 93 individuals and gives a 1% increase in Black, Asian and Minority Ethnic, 1% decrease in white staff recorded and no change to refused/unknown. The use of the Black, Asian and Minority Ethnic group allows us to draw a comparator to staff recorded as white. When examining differentials in pay, it is important to consider the different ethnicities recorded within this Black, Asian and Minority Ethnic group in order to ensure we better understand staff experiences.

The total population of 3,313 individuals reflect the diverse range of employment options recorded for individuals in March 2020, with 1,980 (60%) holding substantive appointments and 1,333 (40%) holding a mix of substantive and atypical (visiting lecturer, casual) appointments. Therefore, to better understand what actions will help us reduce gaps within the University, we also calculate our findings by individual School or professional services department.

There is no statutory requirement to report ethnicity pay gaps but we elect to do so to help us address differences in pay. The methodology used is based on the statutory model for gender pay gap reporting and calculates rates of pay and bonus within quartile pay bands. It is not the same as reporting equal pay which examines remuneration by the value of like for like (or similar) work. We are in the process of compiling a separate report on equal pay which is scheduled to be published by the end of 2021.

Compared to last year's data, we can see the proportions of Black, Asian and Minority Ethnic and white staff have remained much the same (+1%, -1%) although there are some fluctuations in the quartile bands. Compared to 2020, this report includes a higher proportion of Black, Asian and Minority Ethnic staff in the lower (30%, +4%),upper middle (22%, +1%) and upper pay (15%, +3%) quartiles. There has been a reduction of the proportion of Black, Asian and Minority Ethnic staff in the lower middle (17%, -3%) quartile. By contrast, and again compared to 2020, this report shows, as the proportions of undeclared records are unchanged, that changes for Black, Asian and Minority Ethnic staff are reversed by the same proportions in each quartile for white staff.

The dataset reflects total increases of 93 individuals, comprising 20 Black, Asian and Minority Ethnic staff in the lower pay quartiles and 49 Black, Asian and Minority Ethnic staff in the upper quartiles. There are 25 white staff in the lower pay and eight more white staff in the upper pay quartiles, with nine fewer individuals recorded as unknown. There is no target to change overall representation by ethnicity, although the University has targets in place to increase both teaching and senior graded Black, Asian and Minority Ethnic staff.

Due to the reporting period, the effects of the COVID-19 pandemic in terms of staffing will be considered in the next annual report.

Breakdown by quartile band

Our ethnicity pay data

The difference between Black, Asian and Minority Ethnic and white staff average rates of pay

The proportion of Black, Asian and Minority Ethnic and white staff paid a bonus

The results demonstrate pay gaps in favour of white and not Black, Asian and Minority Ethnic staff.

When compared to 2020, the report for 2021 sets out reductions in the total mean (13.26%, -1.86%) and median (11.11%, -0.38%) pay gaps, thus narrowing the respective differences to 87p and 89p for Black, Asian and Minority Ethnic staff for every £1 of white staff earnings.

The mean hourly rate of pay for Black, Asian and Minority Ethnic staff is £20.48, whereas it is £23.61 for white staff - a difference of £3.13. The median hourly rate of pay for Black, Asian and Minority Ethnic staff is £19.12, whereas it is £21.51 for white staff - a difference of £2.39. These differences reflect the roles and pay grades held by individuals.

The mean bonus pay gap of 28.19% results in 72p for Black, Asian and Minority Ethnic staff for every £1 of white staff bonus pay. This is a reduction in that gap of 9.53% compared to 2020. The mean average bonus pay for Black, Asian and Minority Ethnic staff is £151.17, whereas it is £210.52 for white staff. The median for bonus pay remains again at 0% due to the voucher payment to staff made in December.

This report also records (when compared to 2020) a reduction of 2.58% of the proportion of Black, Asian and Minority Ethnic staff receiving bonus pay, whereas there is a reduction of 2.23% of the proportion of white staff.

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, with 2,449 white staff, 630 Black, Asian and Minority Ethnic (Black, Asian, Minority Ethnic) staff and 141 refused/unknown.

Breakdown by quartile band

Our ethnicity pay data

The difference between Black, Asian and Minority Ethnic and white staff average rates of pay