At a glance, Our Pay Gaps 2021 – 2023
Gender pay gap and equal pay
Equal pay is men and women being paid the same for the same work within a workforce.
The gender pay gap is the percentage difference between the average pay of men and women across the whole workforce.
While there may be different average pay figures for women and men across an organisation, there may also be differences between the average pay of women and men with specific roles in an organisation.
Our gender pay gap results over the last three years:
- In 2021 there was a 12.3% mean gap and a 16% medium gap.
- In 2022 there was a 11.4% mean gap and a 15.2% median gap.
- In 2023 there was a 13.7% mean gap and a 15.3% median gap.
The mean gender pay gap is the difference in the average hourly pay for all women compared to all men.
The median gender pay gap represents the difference in pay between the mid-point hourly pay rate of men and women.
Gender balance in the University’s workforce 2023:
- Of all staff, 54.6% are female and 45.4% are male.
- Of professional support staff, 60.84% are female and 39.16% are male.
- Of academic staff, 47.39% are female and 52.61% are male.
- 41.40% of female employees work part time.
- 21.93% of male employees work part time.
How are we advancing women’s careers?
Advance HE’s Athena Swan Charter is a national charter mark that recognises the advancement of gender equality in academia, encompassing representation, progression, and success for all.
We have held an Athena Swan Bronze award at university level since 2015.
In the addition to the award for the whole university, we currently hold Departmental Bronze Athena Swan awards across all of our Academic Departments.
What is horizontal segregation?
Gender pay gaps can spotlight areas that require investigation by employers. Differential distribution of women and men in the workforce is often referred to as ‘occupational segregation’. Horizontal segregation is the tendency for women and men to be concentrated in different occupations.
For all staff the median pay per hour is £21.37. The gender split of all staff is 54.6% female and 45.4% male.
For professional support staff the median pay per hour is £15.28. The gender split of all staff is 60.8% female and 39.2% male.
For academic staff the median pay per hour is £28.19. The gender split of all staff is 47.4% female and 52.6% male.
What is vertical segregation?
Vertical segregation is identified as an issue by many employers. It is the tendency for women and men to be concentrated differently in different job levels within an occupation. Frequently, including in HE, women are underrepresented in the senior levels and may be overrepresented in the lower levels.
The gender split in academic roles in 2023 was:
- Professor: 28.8% female and 71.2% male
- Associate Professor: 39.1% female and 60.1% male
- Assistant Professor: 47.4% female and 52.6% male
- Lecturer: 56.6% female and 43.4% male.
Where do we see gender pay gaps within our workforce?
The Equality and Human Rights Commission defines as significant a GPG of 5% while recurring differences of 3% or more merit further investigation with examples below showing how gaps exist within job roles as well as within an organisation.
Professional support staff gender split by grade:
- Grade 1: 0%
- Grade 2: 0%
- Grade 3: 0%
- Grade 4: Approx 5%
- Grade 5: Between 5% and 10%
- Grade 6: Between 0% and 5%
- Grade 7: 0%
- Grade 8: Between 0% and -5%
- Grade 9: 10%
Our disability and ethnicity pay gap over the last three years
Disability pay gap:
- In 2021 there was a 7% mean gap and a 13.9% median gap.
- In 2022 there was a 10.6% mean gap and a 15.8% median gap.
- In 2023 there was a 11.0% mean gap and a 13.3% median gap.
Ethnicity pay gap:
- In 2021 there was a 1.2% mean gap and a -3.0% median gap.
- In 2022 there was a 7.7% mean gap and a -4.5% median gap.
- In 2023 there was a 1.6% mean gap and a -3.9% median gap.
