University publishes its gender pay gap report

13 Jul 2020

Our gender pay gap report for 2019 is available

Dear colleagues,

In March we published our annual gender pay gap (GPG) report that measures differences between the average (mean and median) earnings of men and women who work at our University. The report is a snapshot of data taken every year and is mandatory for all organisations in the public sector.

This is the third annual statutory report of its kind and, along with presenting our results, it outlines the steps our University is taking with the aim of reducing the gaps. We are encouraged, but not complacent, to report a modest reduction in both the mean and median GPGs, down to a mean GPG of 17% and a median GPG of 11.8% (compared with 18.4% and 12% respectively in 2018).

The main factor which contributes to our mean and median GPG is the under-representation of women in senior roles and their over-representation in the lowest paid roles.  We are however, pleased to highlight that some progress has been made, with women now occupying 40% of roles within the highest paid quartile, up from 38% in 2018.

The mean bonus pay gap for 2019 has reduced to 64%, down from 74% in 2018. However, the median bonus pay gap increased to 83% in 2019 from 75% in 2018. This is mainly due to the payment of Clinical Excellence Awards (CEAs) which are awarded by the NHS to consultants and academic GPs who perform over and above the standard expected in their role.  We are working with our local NHS Trusts to address GPGs within these groups of staff and understand what, if any, barriers exist for female clinicians and work with the NHS Trusts to remove these.

We are committed to achieving gender balance at all levels which is reflected in our University strategic plan Our future.  It is our aim to eradicate the GPG and whilst this will take time to achieve a number of initiatives have been put in place.  These include the review and development of family friendly policies and initiatives; staff networks; staff training; Living Wage Foundation accreditation and raising and maintaining awareness of equality, diversity and inclusion initiatives and successes. We also have an ongoing commitment to ensure Athena SWAN action plans are effectively implemented and monitored.

While we are reassured to see a narrowing of both the mean and median pays gaps, it is clear that there is still much more to do to further close, and ultimately remove, these gaps. We must continue to challenge ourselves, and each other, to seek out and develop opportunities to reach our goal. 

Karen Heaton

Director of Human Resources