Gender Pay Gap Report for 2022 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 2022

 

Mean Gender Pay Gap

6.2%

Median Gender Pay Gap

8.1%

 

This tells us that women earn 92p for every £1 that men earn when comparing median hourly pay.  Their median hourly pay is 8.1% lower than men’s

Bonus Pay Gap as at 31st March 2022

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

0.7%%

% of Men with Bonus

26%

Median Bonus Pay Gap

6%

% of Women with bonus

34%

 

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

33%

67%

 

 

Lower Middle Quartile

38%

62%

 

 

Upper Middle Quartile

27%

73%

 

 

Upper Quartile

48%

52%

 

 

 

Women occupy 52% of highest paid jobs and 67% of the lowest paid.

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 2022 (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.

A mean gender pay gap of 6.2% shows that when comparing pay women working in the college have a mean (average) hourly pay that is 6.2% lower than men working here.  This is an improvement on 2021 where the gap was 9.7%

It further shows that women warn 92p for every £1.00 that men earn as the median hourly pay is 8.1% lower than men, again this is an improvement on last year where women earned 88p to every £1.00

We continue to have more women than men employed in the upper pay quarter but the gap has narrowed from last year to 52% women and 48% men.  It has significantly increased at the upper middle quarter which is now 73% women 27% men as opposed to previous figures of 63% female: 37% male

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 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. We have, however, improved the balance in the lower quarter where we now have 67% of women earning the same as 33% of men, previously this was 73%female:27% male.

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.

 

Bonus pay gap differences

The mean bonus pay gap (only applicable for support staff who are predominantly women) shows that women earn £1.07 for every £1.00 that men hears as the median bonus is 7.1% higher and mean is 11.3% higher.

 

Approved by

 

Ian MacNaughton, Principal ______________________________________________________________