gender pay gap report 2019 - teesside university and...a significant enhancement to occupational...

Gender Pay Gap Report 2019

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GENDER PAY GAP REPORT 2019

Contents Introduction ................................................................................................................ 4

Our Actions to Address the Gender Pay Gap……...…………………………………….3

Actions Completed ..................................................................................................... 4

Actions Underway ...................................................................................................... 6

Equal Pay ................................................................................................................... 7

Our Commitment to Inclusion ..................................................................................... 8

Contextual Information ............................................................................................... 9

Our Gender Pay Gap Data ....................................................................................... 10

The mean and median gender pay gap – based on an hourly rate of pay ............ 10

The mean and median bonus gender pay gap and the proportion of males and

females receiving a bonus payment ..................................................................... 10

Conclusion ............................................................................................................... 11

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Introduction

The University has continued to make significant progress in achieving its equality

objectives, not just in the data we produce and publish each year which

demonstrates improvement, but also in external validation. We are very proud of our

Investor in People Gold status, the international standard for people management;

defining what it takes to lead, support and manage all people effectively to achieve

sustainable results.

The University has taken action to address the imbalance between males and

females across a range of jobs, particularly senior roles, has achieved the Athena

SWAN Bronze Award for good practice on gender equality and continues to develop

initiatives in a specific Action Plan on gender matters.

As a result of our actions to address the Gender Pay Gap we have achieved a 3%

reduction in the mean gender pay gap and a more equitable balance between

females and males in employment at the University; the Upper Middle Quartile and

Upper Quartile are 52% females/48% males and 48% females/52% males

respectively.

Our Actions to Address the Gender Pay Gap

The University has instituted a number of actions to address the gender pay gap and

continues to strive to achieve a gender balanced workforce. The Gender Focus

Group considers key issues concerning the gender pay gap alongside the work the

University is undertaking to support its Athena Swan position. The University has

developed an Athena Swan Action Plan which incorporates a series of actions to

address gender inclusion across the University, including the gender pay gap. There

is evidence to indicate that the work of the Gender Focus Group and actions within

the Athena Swan Action Plan are beginning to address gender balance across the

University. However, we accept that the impact of some of the actions takes time.

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Actions Completed

The University has completed a number of actions to support gender inclusion and

address gender differences, some of these are highlighted below:

Area of work

Recruitment Analysis of data on a quarterly basis to identify and implement

targeted recruitment interventions

Review of advertising methods for vacant posts

Review of wording of recruitment documentation to develop a

gender neutral approach

Use of positive action statements in our job adverts, applications

from a diverse range of candidates for all roles are increasing.

Retention &

Engagement Development of an online exit questionnaire enabling capture of

relevant gender based information and demonstrating a

significant increase in response rates

Positive action embedded in workforce planning including

incorporating equality and diversity metrics in the process and

encouraging a better gender balance at all levels.

CPD and Career

Development

Enhanced the University’s mentoring scheme including specific

activities targeted for female members of staff

Monitoring data concerning academic promotion pathway

Reviewed PDPR to include career aspiration discussions.

Policy & Guidance Audit of practices concerning maternity leave across the

University

Establishment of dedicated breastfeeding facilities on campus

Analysis of family friendly policies and reward practices to ensure

reward and pay decisions are equitable and transparent, including

a significant enhancement to occupational maternity and adoption

pay entitlements.

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Actions Completed

Area of work

Communication Development of an Athena Swan communication strategy

Involvement in the regional Athena Swan network

Review of Intranet pages to make information easier to access

Development of specific mechanisms for supporting and

celebrating female role models

Ongoing diverse calendar of awareness raising events

throughout the year on campus and, hosted a series of activities

supporting International Women’s Day, aimed at inspiring

women and girls to be the best they can be.

Data & Processes Athena Swan Champions appointed and provided with training

Incorporation of Athena Swan activities into the workload

allocation model

Development of Athena Swan data to inform University

processes

Continuation of annual Equal Pay Audits.

Research Introduction of a new enhanced Researcher Development

programme

Established new Research Leadership opportunities.

CPD and Career

Development Enhanced the University’s mentoring scheme including specific

activities targeted for female members of staff

Monitoring data concerning academic pathways

Reviewed PDPR to include career aspiration discussions.

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Actions Underway

Some of the actions the University is currently undertaking are as follows:

Area of work

Recruitment Pilot of targeted recruitment initiatives in areas with traditional

gender bias

Retention &

Engagement Further analysis of maternity leaver feedback following

implementation of support initiatives

Policy and

Processes

Audit flexible working arrangements and explore barriers to

transitioning from part time to full time employment.

Creation of Supporting Family Life policy suite to include

additional tools such as the Maternity Passport

CPD & Career

Development Deliver mentoring training to all senior staff.

Increase the number of female staff delivering leadership training.

Policy & Guidance Enhanced line manager development programme to encompass

understanding of broader range of HR policies, including family

friendly policies.

Communication Enhancement of webpages for advertising all CPD opportunities.

Data & Processes Improvement of female representation on University Groups and

Committees.

Research Provision of data on outputs and impact case studies.

The actions highlighted are representative of the more extensive and detailed Action

Plan which aims to comprehensively address gender balance and challenge gender

imbalance at the University. A key element of the Action Plan is to enable the

University to continue to reduce the Gender Pay Gap over the next 2 years, with the

intention of maintaining the decrease over the subsequent years until a gender

neutral pay gap is reached.

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Gender Pay Gap

The gender pay gap is an equality measure that demonstrates the difference in

average earnings between women and men (developed by the Government

Equalities Office). The gender pay gap should not to be confused with unequal pay.

Unequal pay is the unlawful practice of paying men and women differently for

performing the same work or work of equal value; whereas the gender pay gap is a

measure of the difference between the average hourly earnings of men and women.

Equal Pay

Teesside University is an equal pay employer. This means that female and male employees are paid the same for the same types of work. The University considers this approach to be a key component of ensuring staff not only receive equal pay irrespective of gender but also that it supports our efforts to reduce the gender pay gap. The University is committed to reducing

any inequalities in the experience and

attainment of staff and students, and to

ensure that the whole University

community can understand and achieve

their potential. Our Equality Objectives set

out how the University aims to achieve this.

The University has an ethos of inclusivity

and a structure that supports this ethos in

which all levels of staff have a voice to

raise awareness of any observed

inequalities and to enable the identification

of any barriers staff and students face to

achieving their full potential. The University

community has a strong desire to break

down any real or perceived barriers and

has policies and frameworks, for example

the Equality and Inclusion Policy and the

Values and Behaviours Framework,

outlining our standards, supported with

mandatory training for all staff.

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Our Commitment to Inclusion

Embracing diversity is at the heart of the values of the University and this has been

recognised by the Athena Swan award and commitment to a range of Charters and

Initiatives, including:

Athena Swan Bronze Award for good practice on gender

equality.

Investors in People Gold Award; the international standard for

people management excellence.

Teesside University is the only university in the North East of

England to achieve Stonewall Workplace Equality Index Top

100 status for the last four years and achieving 40th place in

2020.

The University subscribes to the ‘Disability Confident’ scheme

and has achieved Disability Confident Leader, the highest level

of compliance.

Continuing Excellence in the North East Better Health at Work

Award, the highest level, which recognises support for

employees with health and wellbeing practices and processes

which underpin fairness and equal treatment.

Race at Work Charter; ensuring that ethnic minority employees

are represented at all levels in an organisation.

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Contextual Information

Teesside University has been undertaking equal pay audits since 2004 and the data

and commentary for this audit is published in the Equality and Diversity Annual

Reports. In recent years these audits have included comparisons for ethnicity and

disability as well as gender, and we are developing data to review equal pay across

all protected characteristics.

Teesside University employs its own manual staff. There is, traditionally, a higher

concentration of female staff in these lower paid roles, specifically in cleaning and

catering. In many institutions these roles are contracted out and therefore this group

of staff do not appear in gender pay gap data.

At Teesside we are proud of the fact that our lowest paid employees are in receipt of

the Voluntary Living Wage, in contrast to the lower national minimum wage. At

Teesside University we are committed to retaining an in-house manual workforce

and continuing to pay them the Voluntary Living Wage.

14%

(mean)

and 28%

(median)

11%

(mean)

and 16%

(median)

Teesside University employs more female staff than male staff, 58% to 42%

Across pay bands/job roles men and women are paid the same.

The gender pay gap is vertical rather than horizontal, meaning that more women are concentrated in the lower paid job roles.

More men than women are in the most senior jobs.

If we were to remove our

manual staff from our gender

pay gap data, this would reduce

the figure to 11% (mean) and

16% (median) compared to our

published current figure of 14%

(mean) and 28% (median).

https://www.tees.ac.uk/depts/hr/equality_documents.cfm

https://www.tees.ac.uk/depts/hr/equality_documents.cfm

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Our Gender Pay Gap Data

The mean and median gender pay gap – based on an hourly rate of pay

The mean and median bonus gender pay gap and the proportion of

males and females receiving a bonus payment

The Proportion of males and females in each quartile pay band

£16.81 £19.56

Mean Gender Pay Gap

14 %

Total Number of

Employees: 2324

Median Gender Pay Gap

28%

£13.60 £18.80 1353 971

£10,095 £15,357 £9,750 £13,767 0.21% 0.34%

Mean Gender Bonus Gap

34%

Median Gender Bonus Gap

29%

Proportion Receiving Bonus

13 People

70%

30%

Lower Quartile

62%

38%

Lower Middle Quartile

52%

48%

Upper Middle Quartile

48%

52%

Upper Middle Quartile

174

Males

407

Females Males Males Males Females Females Females

220 361 276 305 301 280

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Conclusion

Teesside University are proud to demonstrate progress towards reducing our gender

pay gap with a 3% reduction in the mean gender difference on the basis of hourly

pay. A number of actions to promote and support gender equality have now been

completed and a robust plan is in place with a number of additional intitatives already

underway. The University will continue to maintain and develop an environment in

which equality and diversity can flourish.

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