Gender Pay Gap Report 2017

University College Birmingham is committed to Equality, Diversity and Inclusion and has well developed policies which support this commitment. Staff regularly receive training so that they understand their legal obligations and this is embedded in their day-to-day work.

As part of these legal obligations we are publishing this data in response to our responsibilities under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which require us to report on a number of metrics as of 31st March in a given year. The gender pay gap is the difference between the average pay (expressed as both the mean and median) of men and women expressed as a percentage and should not be confused with equal pay.

The data used was provided by Birmingham City Council, Payroll Department using a reporting tool developed by their own system providers, SAP, and is based on ACAS guidance in association with the Government Equalities Office. (http://www.acas.org.uk/media/pdf/m/4/Managing_gender_pay_reporting_04_12_17.pdf)

2017 Metrics

Mean gender pay gap - Women’s pay is 13.4% lower
Median gender pay gap - Women’s pay is 2.9% lower
The mean gender bonus pay gap is 9.7%
The median gender bonus pay gap is 0%

The proportions of male and female employees in each quartile pay band.
(This is the percentage of men and women there were in each quartile of our payroll on 31st March 2017 with quartile 1 being the lowest paid staff and quartile 4 being the highest paid).

 

Quartile Men Women
Quartile 1 28.6% 71.4%
Quartile 2 44.4% 55.6%
Quartile 3 35.9% 64.1%
Quartile 4 41.8% 58.2%

The overall profile of our staff population on 31st March 2017 was 37.7% men and 62.3% women.

Context

The University’s commitment to equality extends into how we approach Equal Pay, and we operate a grade structure based on the New JNCHES pay scale. All roles outside our most senior staff have their roles evaluated using the HERA job evaluation scheme, and the salary of senior roles are set by our Remuneration Committee which consider a range of metrics and external data when setting pay levels.

The HERA scores are mapped to our grading structure to ensure that we remunerate staff fairly for the same role, like work and work of equal value regardless of their role within the institution. This ensures that we comply with the Equality Act 2010 and do not pay people unequally due to a protected characteristic such as their gender.

The grading framework contains a number of spine points within each grade band. Newly-appointed staff are awarded starting salaries commensurate with their experience and qualifications. All staff on the main 51-point salary spine receive annual pay increments, subject to the maximum salary point of the grade of the post. Academic staff have the opportunity to seek progress through the Contribution Point of their grade and all staff have the opportunity to seek progress between grades via application to the Grade Review Committee.

Under this framework staff who have held a role for a longer period are likely to be more highly remunerated within that grade band for their work; and this remuneration reflects the experience that they have gained in undertaking their duties.

A number of factors have been identified which have impacted on the data:

  • While longevity of service has benefits, the relatively high average length of service amongst the University’s workforce, combined with having a low staff turnover, can be a barrier to changing the gender balance, particularly at more senior level posts. At the date of calculation the University employed more males at higher levels within their grade than females which has contributed towards this gap.
  • While the University has been successful in promoting female staff, the number of recently promoted female staff has added to the gender pay gap at the highest levels. This will remain the case until those staff have progressed to the higher parts of the pay scale.
  • The Mean rate for female pay is reduced due to the number of females employed in the lower pay spine points. The majority of these posts are fractional which females often find are more suited to their family and related commitments. The University continues to offer highly competitive rates of pay, excellent terms and conditions of service and flexible work patterns for staff employed as, for example, Catering Support Workers.
  • The bonus was applied equally between men and women. The payment was pro-rated (i.e. the calculation was made on the number of hours worked and the length of employment within the bonus payment period). It should be noted, therefore, that the Gender Bonus Pay Gap has been skewed due to more women working part-time (fractional) than men. 
  • The University is an employer that promotes flexible working to all staff i.e. term-time only, reduced work patterns etc. and men and women at all levels can apply to work flexibly. At the date of the census, 31 March 2017, the majority of flexible contracts (61%) were in lower paid posts (in quartiles 1 and 2) and most of these contracts (78%) were held by women. Thus, our willingness to offer flexible working patterns to meet the needs of our staff has contributed towards the gender pay gap reported.

Whilst these factors do contribute to the reported gender pay gap, this is not to suggest that as an institution we are complacent. The University has, for example, invested substantially in the Leadership Foundation Aurora training programme designed to develop future female leaders for higher education. In-house events to promote opportunities for women are also held. These events provide an opportunity for female guest speakers who are recognised as being at the top of the chosen profession to share their experiences.

Complete eradication of a pay gap may be, however, impossible to achieve with staff turnover and a grade band structure; we will continue to monitor the detail behind the reported figures and take action where appropriate.

Prior to publication these figures have been reported to our Executive Management Team and will be considered by our Financial & General Purposes Committee and Equal Opportunities Committee. 

Gender Pay Gap Statement

View University College Birmingham's Gender Pay Gap Statement.

 

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