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Looking ahead to Gender Pay Gap Report (31 March 2018 snapshot)

Read an update from Christine Ennew, Provost, on work taking place at Warwick to address the gender pay gap, and find out how you can get involved.

We are due to publish our annual gender pay gap report later this month. The full report is still being drafted, but below you can see some of the data that will be published and find out how you can contribute to our progress.

The data for this year is very similar to last year’s report and as a University, there is much work for us to do to close the gender pay gap. Whilst we have started work in this area we recognise it will take time for change to happen and we need to explore more options to help us improve in this area.

Progress to date

We have, therefore, recently established a Pay Action Group which is looking to identify ways in which the University can improve its Gender Pay Gap. The Group will also be reviewing the University’s Ethnicity Pay Gap. We are aware that this problem can’t be solved overnight however a number of measures have already been put in place to try to address the issues:

  • Staff Development Programmes to create career pathways for professional and commercial services staff
  • New Framework for Academic Promotions
  • Equality Adjustments as part of the Senior Salary Review Process

In addition, based on the work of the Gender Taskforce, we are proposing to make a number of changes to maternity and adoption leave provisions and to review all family related policies, creating a ‘hub’ on the staff intranet to improve visibility of this information.

How you can help

We would like to hear your thoughts on this matter. If you have any suggestions for immediate ‘quick win’ actions that could be put in place or more longer term solutions please do let me know, I would love to hear from you.

Please email c.ennew@warwick.ac.uk and cc reward@warwick.ac.uk if you have suggestions for changes that the Pay Action Group could consider. These may be ‘quick wins’ – things that we could do quickly and easily – or longer term policy developments that may take a number of years to have impact. But the sooner we consider them, the sooner we can make further progress.

31 March 2018 data

The headline figures we have to report focus on the difference between the average hourly pay for all women compared to all men. A positive number indicates that men (on average) are paid more than women.

The University’s Mean Gender Pay Gap Overall is 26% and the Median Gender Pay Gap Overall is 25.3%

There are two immediate determinants of the difference in pay between men and women, namely the pay received by staff at different levels in the grading structure and the distribution of men and women across that grading structure.

The table below shows pay differentials at each level in the University’s grading structure and suggest that the main area of inequality is at level 9.

Gender pay differential in Levels 1-9

Gender pay gap

Level Median pay gap Mean pay gap
Level 1 0.0% -4.5%
Level 2 -1.5% -0.5%
Level 3 1.5% 0.9%
Level 4 -0.3% 0.0%
Level 5 2.4% 1.1%
Level 6 -0.4% 0.6%
Level 7 0.5% 0.8%
Level 8 0.0% 1.1%
Level 9 1.7% 5.6%

Looking at the distribution by gender (male/female) in the format that it’s reported (in the table below) the data highlights the problem of large numbers of women in lower paid grades and large numbers of men in higher paid grades.

Pay Quartiles

Women

Men

Lower Quartile

65%

35%

Lower Middle Quartile

57%

43%

Upper Middle Quartile

50%

50%

Upper Quartile

34%

66%

The full report will be available later this month.

Do get in touch if you have any suggestions for the Pay Action Group to consider.

Christine Ennew

Provost

12 March 2019