The Government under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 introduced gender pay gap reporting. The College now has a legal duty to report and publish data on gender pay on both the College website and via the Government Equalities Office.
The purpose of gender pay reporting is for organisations in the public sector with over 250 employees to report on and illustrate the difference between the average earnings of men and women in their organisation.
The regulations specify that the data must be a snapshot of 31 March 2021, this is taken from payroll data.
All employees who are paid are included in the calculations; permanent, fixed term and casual. If a casual employee has irregular working hours then the average earnings over a 12 month period have been used.
The following are excluded from any calculations; overtime pay, redundancy or termination payments, or non-cash benefits such as those paid through salary sacrifice.
The regulations require reporting on six specific calculations and they also outline the methodology to use and what is included in each calculation. These are listed below:
1. Mean gender pay gap
2. Median gender pay gap
3. Mean bonus gender pay gap
4. Median bonus gender pay gap
5. Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
6. Proportion of males and females in each pay quartile
The College does not operate any kind of bonus scheme, so there is no requirement to report on bonus payments.
|Gender Pay Gap
|Pay quartile bands March 2021||Female||Male||Pay Gap|
|Lower Quartile||73.85% (48)||26.15% (17)||74|
|Lower Middle Quartile||71.88% (46)||28.13% (18)||72|
|Upper Middle Quartile||72.31% (47)||27.69% (18)||72|
|Upper Quartile||53.85% (35)||46.15% (30)||74|