Gender Pay Gap Report 2024
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, all public authorities in England with 250 or more employees are required to report their gender pay gap data annually.
The Gender Pay Gap data provides the difference between the average earnings of men and women across an organisation, expressed as a percentage of men’s earnings.
The use of Gender Pay Gap data can help to identify the extent to which men and women undertake different types of roles, at different levels within the organisation, which can also create differences in pay. It is different to equal pay data which considers rates of pay for the same level of work.
The data provided below relates to the University of Worcester’s Gender Pay Gap report for 2024 taken on the snapshot date of 31st March 2024.
Employment mix within the pay quartiles
The quartile data (the split of employees into four groups by hourly rate, to show the balance of men and women in each group), shows that women are in the majority across all four quartiles. This data is indicative of the University’s inclusive approach in all areas of work and the value it places on female employees at all levels.
The balance within Quartile 1 illustrates the effect of students choosing to undertake paid work within the University as part of the ‘earn as you learn’ scheme. As 70% of our student population is female, it is inevitable that this gender split will have some impact on the overall data.
Mean Pay
The mean is calculated by adding all employees’ hourly rates of pay together and dividing by the total number of employees. The mean includes the lowest and highest rates of pay.
The average hourly rate paid to women at the University, when looking at hourly rates across all pay bands is 8.12% less than the hourly rate for men – this is the mean gender pay gap.
When students are removed from the calculation, the mean pay gap is 7.09%.
Median Pay
The median is the measurement used to calculate the average pay, by finding the midpoint in all employees’ hourly rates of pay. Therefore, half of the employees will earn a rate above the midpoint and half will earn a rate below the midpoint.
Slight shifts in the gender balance in Quartiles 4 and 1 have had an impact on the median gender pay gap. The median for 2024 is 12.27%.
When student employees are removed from the calculation, the median pay gap is 0%.
Bonus Pay
There were no staff bonuses paid in 2023/24.
Future plans
The University is committed to inclusion and the promotion of gender equality. We monitor the employment ‘lifecycle’ of our staff; from initial recruitment ensuring that we have fair and inclusive selection processes; having career development opportunities open for all job roles; clear and consistent promotion and salary processes; and fair and flexible working practices.
Our gender pay gap data confirms we have good foundations in place and that women are well represented at all levels within our organisation. We continue to keep our HR policies and processes under regular review to ensure we are making steps towards removing any existing gender pay gap and to ensure that there is a balanced representation of different genders within the workforce and across all roles.