Gender Pay Gap Report. 2018.
Introduction. 03
2
Introduction
04
Results and Analyses
05
Pay Quartile Analysis
05
Bonus Analysis
06
Understanding the Figures
08
Our Story Today
09
The Wider Economy
09
Our Next Steps
As an employer of more than 250 staff, Royal Holloway Students’ Union has undertaken Gender Pay Gap Reporting, as required by the Equality Act 2010 (Gender Pay Gap Information Regulations 2017). Gender Pay Gap Reporting is different to Equal Pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. The Gender Pay Gap shows the difference in the average pay between all men and women in a workforce, irrespective of the position held. It is expressed as a percentage of men’s earnings.
Did you know? GENDER IDENTITY
The regulations are prescriptive that gender pay should be reported by male and female pay but the regulations do not define the terms male and female. In our analysis of gender pay, the Students’ Union has used the gender identification the employee has provided for HR and payroll purposes. Where a member of staff has identified as non-binary, they have had to be excluded from the report and analysis. We acknowledge, therefore, that whilst gender pay gap reporting is useful for analysing where binary pay may differ, the reporting mechanism as it currently stands is flawed as it doesn’t allow us to report on nonbinary staff members.
3
Results and Analyses. We can report that RHSU has a 1.2% median pay gap, and a mean pay gap of 11%, which is significantly less than the UK average of 17.4% and the Higher Education Sector of 14.1%. While a mean pay gap of 11% may sound significant, it is crucially important to understand the context behind the figures, which is outlined later in this report.
4
The data outlined opposite relates to a snapshot period (which is the requirement of the regulations). The snapshot period was March 2017 for permanent staff and the 12 weeks prior to 5 April 2017 for casual staff.
Pay Quartile Analysis Quartile
Female
Male
Lower Quartile (0-25%) Q1.
69%
31%
Lower Middle Quartile (25-50%) Q2.
69%
31%
Upper Middle Quartile (50%-75%) Q3.
69%
31%
Upper Quartile (75-100%) Q4.
67%
33%
General Representation Across the Organisation
68%
32%
5
31%
31% 69%
Did you know?
69%
32%
DEFINITIONS
To calculate the figures in this report, we first calculate the average hourly pay for each of our employees by taking their earnings and dividing by the number of hours worked. The mean pay for males and females is calculated by adding up each employee’s average hourly pay and dividing by the total number of employees in each category. The mean gender pay gap is the difference between this figure for male and female employees. The median pay for males and females is calculated by ranking each employee’s average hourly pay (highest to lowest) and selecting the middle average hourly pay in each category. The median gender pay gap is the difference between this figure for male and female employees.
68%
31% 69%
Bonus Analysis RHSU did not pay bonuses in the twelve month period preceding the snapshot date of 5 April 2017.
Understanding the Figures. The majority of our workforce, 88%, is comprised of student staff on casual contracts. The remaining 12% is permanent staff on a mixture of full-time and part-time contracts. At the snapshot period in which the data was collected the organisation was made up of the following contract and role types.
6
Contract Type
Female
Male
Permanent Contracts
65%
35%
Casual Contracts
69%
31%
We are proud of the fact that we have a good representation of female workers within our leadership roles (Officer Trustees, Senior Management and Operational Manager posts). Role Type
Female
Male
Chief Executive
0%
100%
Senior Management (3 Posts)
33%
67%
Officer Trustees (4 posts)
100%
0%
Operational Managers (10 posts)
40%
60%
Coordinators (9 posts)
89%
11%
Assistants (8 posts)
63%
37%
Casual Staff - Duty Managers
63%
37%
Casual Staff - Supervisors
62%
38%
Casual Staff - Bar, Tech, Security, Shop
73%
27%
7
Our Story Today. RHSU is passionate about fairness, equality and inclusion. Being ‘trustworthy’ is one of our core values and this is inherent in the decisions we make and the behaviours we exhibit. This is evident in the policies and processes we have in place for recruitment and pay:
8
• All casual staff are paid a fixed hourly wage irrespective of gender. • All permanent staff are recruited to roles that have been through job evaluation, and sit within a defined salary scale, to ensure a fair structure. • We have a pay policy in place with incremental increases to pay on an annual basis. RHSU is therefore confident that our gender pay gap does not stem from paying men and women differently. Rather the gender pay gap is the result of the following: • A student staff workforce that is 60 – 70% female and reflective of the demographic of the University. • A senior management structure, that currently includes one female and three males with one of the males taking the most senior position of Chief Executive. This fact alone, is enough to widen the gender pay gap. In order for there to be no gender pay gap, there would need to be an identical distribution of males and females across all roles.
The Wider Economy. The vast majority of organisations have a gender pay gap and we are pleased that RHSU compares favourably with that of other organisations. The mean gender pay gap for the whole economy (according to the October 2017 Office for National Statistics Annual Survey of Hours and Earnings figures) is 17.4%. The median gender pay gap for the whole economy is 18.4%.
Our Next Steps. As an organisation committed to equality we will continue to ensure that recruitment practices are transparent and fair, and that female employees do not face any barriers to recruitment or promotion. We are particularly keen to ensure that future applications are encouraged from female candidates in the senior management team. We will continue to ensure that all of our roles go through a rigorous job evaluation process which results in the right grading and pay level, irrespective of who is or may be in the role.
9
su.rhul.ac.uk
@surhul
Published 23 March 2018