Gender Pay Gap Report for 2021 reporting year

Introduction

The gender pay gap is defined as the difference between the mean or median hourly rate of pay that male and female employees receive.   The mean pay gap is the difference between average hourly earnings of men and women.  The median pay gap is the difference between the midpoints in the ranges of hourly earnings of male and female employees.  

Gender pay is not the same as ‘equal pay’.  The college has a long-standing equal pay framework where rates of pay are set according to the role not the individual undertaking the role.  

Gender Pay Gap figures as at 31st March 2021

Mean Gender Pay Gap

9.7%

Median Gender Pay Gap

12.1%

 We have a slight gender pay gap which means that on average men are paid a higher hourly rate than women within the College.  

Bonus Pay Gap as at 31st March 2020

We are also required to report on the pay gap in bonus payment.  Teaching staff do not receive a bonus however support staff are entitled to apply for a performance related bonus (SSSP) of £320 (pro rata for part time staff, (subject to satisfactory appraisals) therefore the figures relate to support staff only.    

Mean Bonus Pay Gap

-11.3%%

% of Men with Bonus

31%

Median Bonus Pay Gap

-7.1%

% of Women with bonus

37%

 Pay Quartiles

This is the proportion of male and female when hourly rates are ranked in order from the highest to the lowest and then split into four groups (quartiles) Lower quartile represents the lowest salaries and the upper quartile represents the highest salaries.  

Quartile

Male 

Female

 

 

Lower Quartile

27%

73%

 

 

Lower Middle Quartile

33%

67%

 

 

Upper Middle Quartile

37%

63%

 

 

Upper Quartile

39%

61%

 

 

Background information.

The figures in this report are based on the hourly rates of pay for staff employed at the College as at 31st March 2021 (the snapshot date) and looks at the hourly rate of so called ‘full pay relevant employees.  These are all employees who were earning their normal rate of pay in the period in which the snap shot date fell.  Anyone on unpaid leave, reduced pay due to maternity/paternity leave etc. are excluded from the data. 

The hourly rate of pay for staff is calculated on gross basic pay, management allowances and additional payments. We are however required to calculate the hourly rate after the deduction of any salary sacrifice payments that apply to individual staff (i.e. childcare vouchers).  Overtime pay is not included.

The College employs staff on two different contracts – teaching terms and conditions and support staff terms and conditions.  We have therefore used two different multipliers to calculate the hourly rate – i.e. 32.45 for teaching staff and 37 for support staff.  (Based on standard hours /weeks work as specified in relevant terms and conditions).

Comments.

Analysis of our GPG shows that:

The College has a gender pay gap of 10%.  This is a 2% increase from the 2020 measurement.   

This means that the percentage of men paid at a higher rate than women is not in line with the ratio of men/women in the college The College workforce is 2/3 female and 1/3 male and this is reflected in all quartiles although there is a slightly higher ratio of female to male workers in the lower quartiles.

The pay gap has further increased more in the Lower quartile following on from last year’s trend (i.e. we now have significantly more women than men employed at this level). We have seen an improvement in the Lower Middle Quartile which now broadly mirrors the ratio of male/female employment at the college.  The Upper Middle and Upper Quartiles remain the same.

The College has what could be considered a traditional balance of male/female workers in our two lower quartiles i.e. more females than men in the lower pay bands and more female part time workers particularly amongst administrative staff.

A significant proportion of the College workforce in the lower quartile are employed in areas that are traditionally contracted out (cleaning/catering) which are normally lower paid positions and which needs to be taken into consideration when comparing our GPG with other organisations.

It is clear that whilst our workforce is 33% male and 67% female we have 37% of men in the upper middle quartile and 39% of men in the upper quartile which implies that we have a disproportionate amount of men working at the higher levels of the organisation. 

Bonus pay gap differences

The mean bonus pay gap (only applicable for support staff) has dropped to  -11% The change is due to an increase in the number of female support staff and decrease in the number of male support staff, particularly in the lower quartile..    

Approved by

 

Ian MacNaughton, Principal ______________________________________________________________