Generic University of Derby Word Template · Web view18 hours ago · Comparisons across grades (equal pay for work of equal value) Within HE most of the median pay gaps within

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Equal Pay Audit ReportJuly 2015 - 16

Lesley Bradshaw, Head of Equality and Diversity

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Equal Pay Review – Analysis of Results - 2015/16Introduction

In order to carry out this equal pay analysis we have reported on full-time annual salaries. Salaries for part-time employees have been converted to full time equivalents so that the review compares like for like. Previous reports excluded Executive and Associate/hourly paid employees but the new legal requirements (from April 2107) require us to report on all staff. We have therefore included 2 tables this year; one that excludes Executive and Associate/hourly paid (for comparison to last audit) and one that includes all staff for comparisons for next audit.

We have calculated the pay gaps using the average (mean) and median. The government benchmarking figures for the Gender Pay Gap are taken from the Annual Survey of Hours and Earnings, carried out by the Office for National Statistics (ONS). This covers a random sample of 1% of employee jobs drawn from HM Revenue and Customs PAYE records. Median rather than mean earnings are used because the median is less affected by extreme values such as changes in the earnings of small numbers of very high earners.

The equal pay audit measures two different aspects: The pay gap – this is a calculation of the differences in the average or

median earnings of different groups in any given population. E.g. comparing the differences in salaries of males and females in any given population would give us the Gender Pay Gap.

The extent to which the University is delivering equal pay for work of equal value – Equal work is work which is different, but of equal value, in terms of factors such as effort, skill and decision-making as determined by a job evaluation scheme.

MethodsJNCHES guidance on Equal Pay Reviews suggests that:The first stage of the review is to compare the average and median salaries across job families and the whole University to determine pay gaps.

The second stage is the comparison of average salaries for each grade or level to determine if the institution is delivering equal pay.

In addition we calculated the median of each level and counted the number of employees who are at the median +/- 3%, between 3% and 5% above and below the median and greater than 5% above or below the median. The distribution gave us a further analysis to determine how the differences may occur.

Where employees are part-time their annual salary was converted to a full-time equivalent. Where employees have acting up allowances these were

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included in their gross annual salary. Bonus payments were analysed separately. Merit payments were included but were also analysed separately.

The guidance recommends that any differences of 3% or 5% or more should be investigated. However, as we have fairly long pay scales pay gaps of over 3% are common. We have therefore concentrated on gaps of more than 5%. Where the percentages have a minus against them this represents a difference that is favourable for the minority group. Where there is no minus against the percentage this represents a difference that is favourable for the majority group.

Results – Gender

Table 1: Gender Pay Gap for the Whole University 2013 (Exc. Exec and HP) 2015 (exc. Exec and HP) 2015 - All Staff ONS

2015 Female Male Pay

GapFemale Male Pay Gap Female Male Pay

Gap

Mean - All 27508 32559 -15.51 28883 33574 -13.97 28385 32748 -13.32Median - All 25086 32116 -21.89 26103 34460 -24.25 26864 31656 -15.14 19.2No of Employees 1148 823 58.2%

Fem1351 915 59.62%

Fem1824 1297 58.44%

Fem

Mean - Full Time 31063 34271 -9.36 31917 34576 -7.69 32267 36444 -11.46 Median - Full Time

29673 33230 -10.7 28645 36030 -20.50 28645 34576 -17.15

No of Employees - FT

610 642 48.7% Fem

740 731 50.30% Fem

742 731 50.37% Fem

Mean - Part Time 23477 36488 -11.37 25208 28223 -10.68 25722 27930 -7.91 Median - Part Time

19221 21665 -11.28 21020 23562 -10.79 25594 31656 -19.15

No of Employees - PT

538 181 74.83% Fem

611 184 76.85% Fem

1082 563 65.77% Fem

Comparisons of overall Gender Pay Gap for the University

Compared to 2013 the median pay gap has risen – this may be due to the increase in the percentage of female employees.

The pay gap for full-time staff has nearly doubled but the pay gap for part-time staff has fallen slightly.

When comparing with the 2015 figure for all staff (including exec and hourly paid) the pay gap reduces for all and full-time but increases for part-time. This is due to there being an increase in the percentage of part-time males who are earning higher salaries.

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In 2013 considerably more female (77%) than male employees were earning less than £20,000. Only 33% of those earning over £50,000 were female.

In 2015 (Excluding Exec and Hourly Paid) the percentage of those earning under £20,000 who were female hadn’t changed whereas the percentage of females earning over £50,000 had risen to 53%.

Using the 2015 data for all employees, the percentage of those earning under £20,000 is 72% female and for those earning over £50,000 53% female.

In 2013 more female (77%) than male employees were earning less than £20,000 and only 28% of those earning over £50,000 were female. No female employees earned over £80,000.

The 2015 figures (excluding Exec and hourly paid) there was still a higher percentage of females than males earning less than £20,000 but this had evened out a bit 57%:43%. However the percentage of females earning over £50,000 had fallen to 34%. 4 Females earn over £80,000 compared to 14 men.

The 2015 figures including Exec and hourly paid were the same as above for those earning under £20,000. 34% of those earning over £50,000 were female and 26% of those earning over £80,000 were female.

Leadership Group

Table 2: Gender Pay Gaps for all Leadership Group Employees 2013 2015

Female MalePay Gap

Female %Female Male

Pay Gap Female %

Average - All 47668 54344 -12.28 50013 62535 -20.02Median - All 46800 50716 -7.72 53259 56661 -6.00Total Staff 84 94 47.19% Fem 99 99 50% Fem

Female MalePay Gap

Female %Female Male

Pay Gap Female %

Average - Full Time 47774 54496 -12.33 53882 62820 -14.23Median - Full Time 46799 50653 -7.61 50328 57494 -12.46Total Staff 77 91 45.8% Fem 89 97 47.8% Fem

Female MalePay Gap

Female %Female Male

Pay Gap Female %

Average - Part Time 46498 49722 -6.48 47710 51000 -6.45Median - Part Time 46946 50779 -7.55 47213 51000 -7.43Total Staff 7 3 70% Fem 10 1 90.9% Fem

Pay Gap comparisons across all-staff in the Leadership Group

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The median Leadership pay gap has dropped for all staff, risen for full-time staff and slightly decreased for part-time.

The balance of full-time staff is fairly even with a slight increase in the percentage of female staff to 47.8%

The percentage of part-time females in the Leadership Group has risen to nearly 91%

Comparisons across grades (equal pay for work of equal value) There are no significant issues with equal pay for work of equal value

in levels B – D. Level A shows a median pay gap of 27.72% in favour of females but

the small number of people and the different levels in this grade make the statistics unreliable. This pay gap will improve by the 2017 equal pay audit due to the appointment of a female Vice-Chancellor and a higher percentage of females in the Executive Team.

Level E shows a pay gap of 9.72%. Analysis has not revealed any pattern or identifiable reason for the pay gap in this grade.

Action: Analyse Level E grade in more depth

Academics

Table 2: Gender Pay Gaps for all Academics 2013 2015

Female MalePay Gap

Female % Female Male Pay Gap Female %

Average - All 39216 41114 -4.62 40355 42709 -5.51Median - All 39649 44607 -11.11 42488 45066 -5.72

Total Staff 297 29049.75% Fem 352 334

51.31% Fem

Female MalePay Gap


Average - Full Time 39784 41055 -3.10 40855 42473 -3.81Median - Full Time 40834 43434 -5.99 42488 43758 -2.90

Total Staff 175 22244.08% Fem 208 264

44.06% Fem

Female MalePay Gap


Average - Part Time 38399 41306 -7.04 39632 43600 -9.10Median - Part Time 39086 44607 -12.38 40669 46414 -12.38

Total Staff 122 6864.2% Fem 144 70

67.29% Fem

Pay Gap comparisons across all-staff in Academic Grades

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The median pay gap for all employees and all full-time employees has dropped considerably and for part time has remained the same. The percentage of females has increased slightly from 2013 but the proportion of women who are part-time has increased.

Comparisons across grades (equal pay for work of equal value) Within HE all the pay gaps within grades are between zero and 2.9% Within FE all median pay gaps within grades are zero with the

exception of the FE Lecturer grade where there is a 11.10% gap in favour of women. This is probably due to the high percentage of women in this group (70.74%).

The median pay gaps in Researcher A and Research B are 0.53% and 2.80% respectively and there is a balance between women and men.

Within the Academic Personal Grade there is a gap of 13.06% in favour of males. This gap will lower considerably with the introduction of the new Professorial pay grades where Professorial Posts become roles that can be evaluated rather than a conferred title

Only 2 (20%) of this group are women and they are both their salaries are 5% or more below the median.

There are 2 males at 5% below the median, 2 at the median and the other 4 are positioned 5% or more above the median.

The new Professorial processes can be used to encourage more females to apply for Professorial level posts

Professional Support

Table 3: Gender Pay Gap for all Support Staff 2013 2015

Female MalePay Gap


Average - All 20644 22104 -6.61 22025 23684 -7.00Median - All 19221 21665 -11.28 20511 22544 -9.02Total Staff 762 435 63.65% Fem 902 485 65.03% Fem

Female MalePay Gap


Average - Full Time 22975 23935 -4.01 23930 25260 -5.27Median - Full Time 21910 22643 -3.24 23053 23945 -3.73Total Staff 353 325 52.06% Fem 445 372 54.46% Fem

Female MalePay Gap


Average - Part Time 18632 16399 13.62 20171 18495 9.06Median - Part Time 16781 12865 30.44 18224 14393 26.62Total Staff 409 109 78.95% Fem 457 113 80.17% Fem

Pay Gap comparisons across all-staff in Support Grades

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The median pay gap for all and part-time employees has dropped but the gap for full-time staff has risen slightly

The part-time pay gap is high but is in favour of women The percentage of women working in support areas both full and part

time has increased slightly. This type of work historically attracts a high level of women, partly

because hours can often be fitted around caring responsibilities.

Comparisons across grades (equal pay for work of equal value) The median pay gaps across all grades in the Professional Support

areas range from zero to 3.68% so gives no cause for concern. Levels 1, 3, 4, 6 have a percentage of women employees over 65% Levels 5, MPS1 and MPS2 have percentages of women between 50%

and 60% Level 2 has a percentage of women of only 45.6% (level 2 contains 1st

level supervisors) The above percentages suggest that men are progressing into higher

grades disproportionately to women.

Action: Encourage and develop women to progress into higher grades

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Results – Disability

2013 (Exc. Exec and HP) 2015 (exc. Exec and HP) 2015 - All Staff Dis Not Dis Pay Gap Dis Not Dis Pay Gap Dis Not Dis Pay GapMean - All 28297 29839 -5.17 28884 31395 -8.00 28325 30171 -6.12Median - All 26551 27485 -3.40 25594 28391 -9.85 28136 30406 -7.47No of Employees 106 1833 5.37% Dis 141 2091 6.22% Dis 205 2877 6.57% DisMean - Full Time 30903 32857 -5.95 31664 34168 -7.33 31664 34578 -8.43Median - Full Time 29607 31871 -7.10 28559 32600 -12.4 28559 32600 -12.4

No of Employees – Full Time 60 1180 4.79% Dis 80 1372 5.43% Dis 80 1377 5.42% Dis

Mean - Part Time 24897 24378 -2.13 25238 26104 -3.32 26189 26575 -1.45Median - Part Time 19710 20198 -2.43 20418 21525 -5.14 28136 28982 -2.92

No of Employees – Part Time 46 653 6.39% Dis 61 719 7.68% Dis 125 1500 7.59% Dis

Comparisons of overall Disability Pay Gap for the University

Both the mean and the median overall pay gap has risen for: all, full-time and part-time staff.

The numbers of disabled staff have risen which is encouraging

Leadership Group

Year – 2013 Disabled/Non-disabled by Salary Band by Number of Staff

£30,000 - £39,999

£40,000 - £49,999

£50,000 - £59,000

£60,000 - £69,999

£70,000 - £79,999

£80,000-£89,999

£90,000+0

10

20

30

40

50

60

70

80

90

Not DisabledDisabled

Year – 2015 Disabled/Non-Disabled by Salary Band by Number of Staff

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£30,000 - £39,999

£40,000 - £49,999

£50,000 - £59,000

£60,000 - £69,999

£70,000 - £79,999

£80,000-£89,999

£90,000+0

10

20

30

40

50

60

70

80

Not DisabledDisabled

Pay Gap comparisons across all-staff in the Leadership Group The percentage of disabled staff earning between £40,000 and

£49,999 has increased from 4.65% to 7.02% and for those earning between £50,000 to £59,000 it has increased from 2.17% to 4.00%. However in both 2013 and 2015 there were no disabled employees in the Leadership Group paid £60,000 plus.

The reason for the disability pay gap in this area is therefore likely to be that we have no disabled employees in Levels A and B and very small numbers in Levels C, D & E.

Comparisons across grades (equal pay for work of equal value) When looking at equal pay for work of equal value there are median

pay gaps of over 10% in levels C and D in favour of those who have not declared a disability but a median gap of 12.17 in Level E in favour of Disabled employees.

In levels C & D 100% of disabled employees’ salaries are 5% or more below the median but in level E 100% of employees’ salaries are 5% or more above the median.

Action: Initiatives to encourage/develop disabled people to aspire to more senior Leadership roles.

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Academic

2013 2015

Dis Not Dis%Pay Gap Disabled Dis Not Dis

% Pay Gap Disabled

Average - All 40594 40137 -1.13 41302 41538 0.57Median - All 44607 42055 -5.72 45066 43758 -2.90Total Staff 33 549 5.67% Dis 43 637 6.32% Dis Dis Not Dis Dis Not Dis Average - Full Time 41251 40450 -1.94 40662 41866 2.96Median - Full Time 44607 42055 -5.72 45066 43758 -2.90Total Staff 21 374 5.32% Dis 29 439 6.20% Dis Dis Not Dis Dis Not Dis Average - Part Time 39443 39467 0.06 42629 40810 -4.27Median - Part Time 41565 40834 -1.76 46414 42488 -8.46Total Staff 12 175 6.42% Dis 14 198 6.60% Dis

Pay Gap comparisons across all-staff in the Academic Grades The median pay gap for all employees and all full-time employees has

dropped considerably and for part time has increased. The percentage employees declaring a disability has increased slightly

from 2013

Comparisons across grades (equal pay for work of equal value) Within HE most of the median pay gaps within grades are between

zero and 0.24% with the exception of the HE Lecturer grade which shows a 5.71% pay gap in favour of disabled employees

Within FE all median pay gaps within grades are zero with the exception of the FE Lecturer grade where there is a 9.22% gap in favour of disabled employees. .

The median pay gaps in Researcher A is 3.11% in favour of disabled employees and there are no disabled employees in the Research B grade.

There are no disabled employees in the Academic Personal Grade

Action: Further investigation needed for part-time employees

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Professional Support

2013 2015

Dis Not Dis%Pay Gap Disabled Dis Not Dis

% Pay Gap Disabled

Average - All 21034 21256 1.06 21395 22762 6.39Median - All 19588 19954 1.87 19479 21274 9.22Total Staff 68 1108 5.78% Dis 91 1270 6.69% Dis Dis Not Dis Dis Not Dis Average - Full Time 22837 23467 2.76 22825 24668 8.07Median - Full Time 21665 22399 3.39 20638 23562 14.17Total Staff 35 639 5.19% Dis 44 760 5.47% Dis Dis Not Dis Dis Not Dis Average - Part Time 19122 18291 -4.35 20057 19922 -0.67Median - Part Time 18246 16291 -10.71 16952 17461 3.00Total Staff 33 469 6.57% Dis 47 510 8.44% Dis

Pay Gap comparisons across all-staff in the Leadership Group The percentage of disabled employees has increased across full-time

and part-time employees The pay gaps of disabled employees have become greater across both

full-time and part-time

Comparisons across grades (equal pay for work of equal value) Pay gaps across grades range from zero to 5.47% (level 5) with 2

grades (level 6 and MPS2) having pay gaps in favour of those with disabilities of 2.37% and 4.10% respectively.

Action: Review in next equal pay report and if disability pay gaps are still continuing to increase across the support areas investigate further

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Results – Ethnicity

2013

White Asian Black Chinese Mixed OtherPay Gap

AsianPay Gap

BlackPay Gap Chinese

Pay Gap Mixed

Pay Gap Other

Average - All 29720 27733 28973 37970 20980 27896 -6.69 -2.51 27.76 -29.41 -6.14Median - All 27284 26061 22643 42684 19709 28046 -4.48 -17.01 56.44 -27.76 2.79Total Staff 1810 51 30 10 14 38

92.67% 2.61% 1.54% 0.51% 0.72% 1.95%


AsianPay Gap


Pay Gap Mixed

Pay Gap Other

Average - Full Time 32715 31343 34171 37233 18733 32983 -4.19 4.45 13.81 -42.74 0.82Median - Full Time 31627 31627 37382 42055 16291 34161 0.00 18.20 32.97 -48.49 8.01Total Staff 1154 37 21 9 5 18

92.76% 2.97% 1.69% 0.72% 0.40% 1.45%


AsianPay Gap


Pay Gap Mixed

Pay Gap Other

Average - Part Time 24450 18191 16844 44607 22228 23317 -25.60 -31.11 82.44 -9.09 -4.63Median - Part Time 20076 18246 16291 44607 20198 16291 -9.12 -18.85 122.19 0.61 -18.85Total Staff 656 14 9 1 9 20

95.52% 1.97% 1.27% 0.14% 1.27% 2.82%

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2015 All-Staff (Excluding Exec and Associates)


AsianPay Gap


Pay Gap Mixed

Pay Gap Other

Average - All 31127 29908 31038 37607 26978 38462 -3.92 -0.29 20.82 -13.33 23.56

Median - All 28391 27628 27882 35609 21398 34927 -2.69 -1.79 25.42 -24.63 23.02Total Staff 2063 83 34 15 30 19

91.93% 3.70% 1.52% 0.67% 1.34% 0.85%


AsianPay Gap


Pay Gap Mixed

Pay Gap Other

Average - Full Time 33922 32260 35729 37607 27992 42846 -4.90 5.33 10.86 -17.48 26.31Median - Full Time 31892 31266 39489 35609 19479 45066 -1.96 23.82 11.65 -38.92 41.31

Total Staff 1322 64 24 15 17 1690.67% 4.39% 1.65% 1.03% 1.17% 1.10%


AsianPay Gap


Pay Gap Mixed

Pay Gap Other

Average - Part Time 26141 21986 19778 0 25652 -15.89 -24.34 -1.87 -42.32

Median - Part Time 21525 20400 18732 0 24114 -5.23 -12.98 12.03 -39.41Total Staff 741 19 10 0 13 3

94.27% 2.42% 1.27% 0.00% 1.65% 0.38%

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2015 All-Staff

White Asian Black Chinese Mixed Other

Pay Gap

Asian

Pay Gap Black

Pay Gap

Chinese

Pay Gap

Mixed

Pay Gap

OtherAverage - All 30183 31656 28160 34763 26517 34750 4.88 -6.70 15.17 -12.15 15.13Median - All 28982 30554 31656 31656 22799 31656 5.42 9.23 9.23 -21.33 9.23Total Staff 2798 129 67 23 43 32

90.49% 4.17% 2.17% 0.74% 1.39% 1.03%


Pay Gap

Asian

Pay Gap Black

Pay Gap

Chinese

Pay Gap

Mixed

Pay Gap

OtherAverage - Full Time 34251 35464 35729 37607 27992 42846 -4.01 4.25 13.19 -40.82 0.78Median - Full Time 32147 31656 39489 35609 19479 45066 0.00 17.90 32.44 -47.71 7.88Total Staff 1326 65 24 15 17 16

90.63% 4.44% 1.64% 1.03% 1.16% 1.09%


Pay Gap

Asian

Pay Gap Black

Pay Gap

Chinese

Pay Gap

Mixed

Pay Gap

OtherAverage - Part Time 26518 28786 23935 29431 25552 26653 -23.60 -28.68 76.01 -8.38 -4.27Median - Part Time 28136 31656 26103 31656 27981 31656 -6.50 -13.45 87.19 0.43 -13.45Total Staff 1472 64 43 8 26 16

90.36% 3.93% 2.64% 0.49% 1.60% 0.98%

Pay Gap comparisons across all-staff in all grades

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In 2013 pay gaps across all University staff varied considerably according to different ethnicities. The largest negative median pay gaps are -27.76 (mixed) and -17.01% (Black). Positive pay gaps occur for Chinese (56.44%) and Other (2.79%)

In 2015 the pay gaps for all University staff (excluding Exec and Associates) had dropped slightly for Mixed (-24.63) and considerably for Black (-1.79). Positive pay gaps for Chinese had closed by just under 50% (25.42%) but for Other had risen considerably to 23.02%)

When comparing against the new all-staff measure the pay gaps appear to even out with all ethnicities having favourable pay gaps with the exception of Mixed (-21.33%)

2013 results for full-time employees show similar large variations according to ethnicity with Black, Chinese and Other having positive pay gaps of 18.2%, 32.97% and 8.01% respectively, whereas the Mixed pay gap showed a large negative gap of 48.49%.

2015 results for all staff, full-time, excluding Exec and Associates have a similar picture with Black, Chinese and Other showing large positive pay gaps of 23.83%, 11.65% and 41.32% respectively and the Mixed pay gap with a large negative of 38.92%.

2015 results for all University full-time staff again shows a similar picture with a Mixed pay gap of -47.71% 2013 data for part-time shows a much different picture with Chinese employees having a positive pay gap of £122% and the

Black and Other pay gaps at -18.85% 2015 all part-time staff (excluding Exec and Associates) show negative pay gaps for Asian, Black and other (-5.23%, -

12.98% and -39.41% respectively) and a positive pay gap for Mixed of 12%. 2015 data for all part-time staff shows negative pay gaps for Asian, Black and Other (-6.50%, -13.45% and -13.45%

respectively) and a positive pay gap of 87.19% for Chinese Those from Ethnicities other than White are in fairly small numbers with Whites making up 90% or more in each of the above

tables. It is therefore hard to build up a clear picture as small numbers tend to be unreliable. However, it appears that the Mixed Ethnicity Group has higher negative pay gaps in most categories and this will need to be monitored in future equal pay reports.

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-50

-40

-30

-20

-10

0

10

20

20132015

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-50

-40

-30

-20

-10

0

10

20132015


All Staff – % difference from White Full-Time - % difference from White

Pay Gap comparisons across all-staff in the Leadership Teams 2013 Median pay gaps for All University staff range from 18.76 to 9.31 with Asian being the highest negative pay gap and

Chinese being the highest positive pay gap 2015 Median pay gaps for All University staff have decreased for Asian (-10.14%), Chinese (-20.79), Mixed (from zero to -

40.65%) and Other (from 3.46% to -40.78%) The numbers of staff from Ethnic Minority Groups is very low – 10 in 2013 and 17 in 2015. When this is disaggregated

further into the separate Ethnic Minority Groups it gives such low numbers that one or two people leaving or joining can make significant differences which makes the data unreliable.

Comparisons across grades (equal pay for work of equal value)

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Level B Level C Level D Level E

-15.00

-10.00

-5.00

0.00

5.00

10.00

15.00

Leadership Grades showing the BME Mean and Median percentage salary differences com-

pared to White

Mean Median

In level’s B, D and E both the Mean and Median pay difference with the grade are favourable to BME employees. In level C both the mean and median pay gaps are favourable to white employees.

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Academics

BME White Unknown £Diff BME BME % Pay Gap

Average - All 35037 36857 38880 1820 4.94Median - All 31656 32600 31656 944 2.90

Total Staff 148 1084 1511.87% BME


Average - Full Time 40226 41953 44472 1727 4.12Median - Full Time 41255 43758 46414 2503 5.72

Total Staff 60 407 512.71% BME


Average - Part Time 31499 33793 36083 2294 6.79Median - Part-Time 31656 31656 31656 0 0.00

Total Staff 88 677 1011.38% BME

Pay Gap comparisons across all-staff in Academic GradesThe overall analysis of the Academic grades show fairly low percentage pay gaps. The highest being the Mean pay gap of 6.79% for part-timers.

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The “Personal” level shows the highest pay gaps of 16.06% (mean) and 10.13% (median). This is quite high but is mainly due to the lack of a Professorial grade at the time the reports were run. A new grading system is being introduced which will go some way to solving this issue.

The HE grades show pay gaps for BME rising from 2.90% in favour of BME to 2.90% in favour of white employees which is well within the 5% guidelines

The FE grades show a different picture with the FE Lecturer grade showing a 13.28% (mean) gap in favour of BME employees and 15.85% (median) gap in favour of BME employees. However only 2.44% of FE lecturers have declared as BME. All other FE grades are well within the 5% difference.

The Researcher B grade shows a mean gap of 0.84% in favour of White employees and a 2.99% median gap in favour of white employees.

The Researcher A grades show a mean difference of 7.02% in favour of BME employees and a 8.96% median difference in favour of BME employees.

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Professional Support Family

BME White Unknown £Diff BME

% Pay Gap

Mean - All 20583 22261 20069 1678 7.54Median - All 18986 20765 16952 1779 8.57

Total Employees 132 1533 117.87% BME


% Pay Gap

Mean - Full Time 22526 24695 25899 2169 8.78Median - Full Time 20511 23562 26864 3051 12.95



% Pay Gap

Mean - Part Time 18809 19935 15211 1126 5.65Median - Part Time 15935 17207 14827 1272 7.39


Pay Gap comparisons across all-staff in Professional Support Grades

Looking across all the grades in the Professional/Support Family all pay gaps are a little high ranging from 5.65% to 12.95%.

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The mean pay gaps for Professional Support staff range from 0.43 in favour of BME employees to 3.46% in favour of white employees. All within the 5% tolerance.

The median pay gaps for Professional Support staff range from 1.57% in favour of BME employees to 5.47% in favour of white employees.

Conclusions

Due to our robust job evaluation scheme we can show that this does help towards paying equal work for equal value. There are some areas that need further evaluation or need to be monitored in the next Equal Pay Audit.

Some of our overall pay gaps are a little higher than we would like and these will be tackled as part of the Reward strategy going forward.

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Documents

Generic University of Derby Word Template · Web view18 hours ago · Comparisons across grades (equal pay for work of equal value) Within HE most of the median pay gaps within