Frequently Asked Questions
Gender Pay Gap
Which organisations are required to report on their gender pay gap?
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 require all organisations with 250 and over employees to publish information in respect of the gender pay gap within their organisation.
All of these companies have to report their gender pay gap, bonus pay gap and the proportion of male and female employees in each quartile of their business by 4th April 2018. Public employers such as universities, hospital trusts, councils and government departments have until 30 March.
What do we, as an institution, need to report?
The gender pay gap measures the difference between men’s and women’s average earnings across the University.
In line with the new regulations, by April 2018, employers will be required to publish calculations which reveal the following:
- average gender pay gap as a mean average;
- average gender pay gap as a median average;
- average bonus gender pay gap as a mean average;
- average bonus gender pay gap as a median average;
- proportion of males receiving a bonus payment and proportion of females receiving a bonus payment;
- proportion of males and females when divided into four groups ordered from lowest to highest pay.
How often does this data need to be published?
The data must be published on an annual basis by 30 March each year based on the snapshot date of 31 March the previous year.
What is the difference between gender pay reporting and 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. It is unlawful to pay people unequally because they are a man or a woman.
- The gender pay gap shows the difference in the average pay between all men and women within a workforce, but who are not necessarily carrying out the same jobs.
Why do gender pay gaps occur?
Gender pay gaps can exist because of interrupted careers and occupational segregation or the tendency for men and women to predominate in certain roles. It should be emphasised that any pay gap is not of itself an indicator of a failure to provide equal pay for work of equal value but, more often, of the different representation of men and women at different grades.
Within different organisations, there are different factors which lead to a gender pay gap. When looking at Durham University specifically, the gender pay gap reflects the overall structure of the workforce with more females within lower paid grades, such as catering roles. Durham is a College-based university providing 24/7 support to students. A number of lower grade jobs are rewarded with allowance payments as they require unsociable hours or lone working. These posts are more often filled by men, which is something the University is seeking to address within its action plan.
What can the University do to guard against gender pay gaps occurring?
Carrying out equal pay audits every two years, enables universities to monitor any pay gaps, review the causes and identify any remedial actions that need to be undertaken. In addition, salaries for new hires, both internal and external, are benchmarked to ensure consistency and fairness.
What action has the University taken so far to reduce the current pay gap?
A University-wide action plan has been agreed to address the key areas highlighted by the gender pay gap data. Among the actions agreed are:
- Establishment of a Departmental Progression Committee and a University-wide Progression Committee to monitor, support and ensure there is sufficient development to support underrepresented groups;
- An ongoing review of the gender profile of each appointment process;
- To pilot and implement a new online fees database to ensure for all casual staff the rates of pay are accurately recorded, to enable consistency and equality;
- A commitment to seek gender-balanced panel membership for all internal and external appointments wherever possible; and
- Benchmarking of salaries for new appointments, internally and externally, to ensure our pay is fair.
What have the results of the gender pay gap revealed about the wider university sector?
All universities have been required to announce the results of their gender pay gap audit by 30 March 2018. The results of this reveal there is a similar problem across the sector, to a greater or lesser extent.
While the gender pay gap is an issue facing our society as a whole, and the higher education sector in particular, we recognise it is an issue for Durham.
We are committed to openness and transparency in sharing our position with you and updating you on the progress of our action plan.
I have further queries in relation to the gender pay gap data, where can I send these?
You can send any queries to firstname.lastname@example.org.