Gender Pay Gap Reporting
As a University, we are embedding equality, diversity and inclusion in everything we do. Our staff are key to our success.
In line with the UK Government policy and along with other universities and businesses with 250 or more employees, we have published our gender pay gap data for 2018.
I want to emphasise that the gender pay gap is not about equal pay – men and women doing the same job at Durham University are paid the same amount. Rather, the gender pay gap is the percentage difference between the average hourly earnings for men and for women.
Our gender pay gap for the year to 31 March 2018, including staff on casual contracts, is 23.77%, a reduction from 25.35% in 2017. Despite improvement, it still reflects the fact that we have more men than women in higher paid roles.
Our report also considers staff bonuses, which were again received by less than 2% of our staff for the year to 31 March 2018. These payments include Merit Rewards, Exceptional Contribution Payments and Discretionary Awards. There has been an improvement in the mean bonus gap, which has reduced from 64.29% in 2017 to 53.25% in 2018.
We recognise that the gender pay gap is a serious issue for Durham University, as it is for the Higher Education Sector and society as a whole. We are addressing this through our comprehensive action plan, approved by the University Executive, Remuneration Committee and University Council.
The action plan can be summarised as follows:
For our academics: we will continue to monitor the success of the new progression and promotion process (DPPC) providing support to all staff including those in underrepresented groups to achieve promotion.
For our professional support staff: we have developed Job Families and clearly defined career pathways or ‘maps’ which will allow an understanding of what skills are needed to move up within a family, or between families.
For all staff: we have reviewed our pay and reward policies to ensure that the system is consistently applied, achieving a more transparent and fair distribution of rewards.
An Equal Pay Working Group has been established to review equal pay matters across the University, including gender pay and equal pay issues, and will report progress through this website.
Further details are available on this web page, along with an email address where you can submit comments or queries.
Professor Stuart Corbridge
Vice-Chancellor and Warden