Gender Pay Gap

Gender Pay Gap Report

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 Gap figures as at 31st March 2019

           Mean Gender Pay Gap

        

           6%

        

           Median Gender Pay Gap

        

           9%

        

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 2019

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

        

           3%

        

           % of Men with Bonus

        

           32%

        

           Median Bonus Pay Gap

        

           10%

        

           % of Women with  bonus

        

           39%

        


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.

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 2019 (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 6%.  This is a 2% decrease from the 2018 measurement.   

This means that on average men are still paid a slightly higher hourly rate than women within the College but we are continuing a year on year downward trend of between1-2% each year to date.  

The College has a higher percentage of female workers in all quartiles. The pay gap has decreased in the Lower, Lower Middle and Upper Quartiles and has stayed the same in the Upper Middle Quartile.  

The College has what could be considered a traditional balance of male/female workers in our lower quartiles i.e. more females than men in the lower pay bands.

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.

In the Lower Middle quartile, 70% of our workforce are female and only 30% in this group are male. This is because the majority of our staff who fall into this pay quartile are administrative and traditionally low paid part time admin roles are filled by women.  Whilst this Quartile has shown a small decrease in differential between male and female pay this year it is still the area that most work needs to be done in order to decrease our gender pay gap This quartile disproportionally impacts on our overall percentage difference

Whilst the Upper Middle and Upper Quartile also has a 1/3 Male 2/3 female split the College has more, higher paid, females than males, particularly in the Upper Quartile which is contrary to the norm in other industries.  It is however clear that the majority of our male workforce are employed at the higher levels of the organisation and on full time contracts.

Bonus pay gap differences

Our bonus pay gap (only applicable for support staff) has significantly shifted this year from a negative gap to a 3% gap.  The change is due to the increase in the hourly rate and number of female support staff and a decrease in number of male staff eligible for and receiving the bonus.