Equal Pay Policy

Application

This policy applies to all staff employed by Durham University.

Policy Access

This policy is available for viewing:

• On the Durham University web site.
• As a hardcopy on request from the Human Resources Office on extension 46521.
• Via email from deivanai.shanmugam@durham.ac.uk.

What this policy is about

This equal pay policy is broadly about how we will ensure employees of Durham University will receive equal pay for work of equal value.

Equal Pay Statement

1. Durham University supports the principle of equal opportunities in employment and believes as part of that principle that staff of different age, race,  disability, sexual orientation, gender (including staff who have undergone gender re-assignment), marital or parental status, religion  or belief, political belief or socio-economic background and with/without trade union membership, should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value.
2. The right to equal pay free of sex bias is a fundamental principle of European Community law and is conferred by United Kingdom legislation. Also, the Race Relations (Amendment) Act, 2000 places a general statutory duty to promote race equality and the Disability Discrimination Act, 1995 requires organisations not to discriminate against people with disabilities. The implementation of the EU directive on fixed term work and resultant UK regulations aimed at preventing fixed-term employees being treated less favourably than similar permanent employees, include pay as part of their remit.
3. It is good practice that pay is awarded fairly and equitably and is in direct support of the University’s policy on diversity and equality.
4. In order to achieve equal pay for employees doing equal work we will operate a pay system, which is transparent, based on objective criteria, and free from unlawful bias. We will use the HERA (Higher Education Role Analysis) system to assist with determining equal pay.
5. In order to put our commitment to equal pay into practice we will:

   Implement an equal pay review in line with Equality and Human Rights Commission (EHRC) guidance for all current staff and starting pay for new staff (including those on maternity leave, career breaks, or non-standard contracts) in a planned programme in partnership with the workforce.

   Implement actions in a planned programme in partnership with the workforce.

   Carry out regular monitoring of the impact of our practices in line with the University Diversity and Equality policy.

   Inform employees of how these practices work and how their own pay* is arrived at (on request from a role holder and respond to grievances on equal pay as a priority).

   Provide training and guidance for managers and supervisory staff involved in decisions about pay and benefits.

   Monitor pay statistics annually.

   Discuss and seek agreement of this equal pay policy with employees and trades unions.

The Director of Human Resources is responsible for implementing this policy.

It is intended through the above action to avoid unfair discrimination to reward fairly the required knowledge, skills and competencies of all staff employed by Durham University. This in turn is intended to increase efficiency and enhance the University’s reputation and image as a first class university.

* Pay definition:

Pay in this context is defined in the broadest sense and has several components,

• financial rewards (e.g. base pay, variable pay (market pay, bonuses, PRP), allowances (OT, call-out, expenses),
• benefits (e.g. pension, crèche etc)
• Other non-financial benefits (e.g. vocational training, sabbatical leave etc)