Key equality data

Closing the gap – Pay at Ulster University

Pay equality is a priority at Ulster. For the past two consecutive years we carried out a Gender Pay Gap Analysis to see how we compare with other Higher Institutions in GB. Northern Ireland’s gender pay gap reporting requirements are not yet in place, so this provides a useful benchmark for our continuing work in this area. Our current gap falls short of where we want to be. Like many other universities, our analysis identifies a range of potential causes, including higher numbers of females in lower grades and lower numbers in higher grades.

2018 Gender Pay Gap Analysis

2017 Gender Pay Gap Analysis

In line with our Equal Pay Policy, we also carried out our triennial Equal Pay Review in 2017. We found no significant equality issues regarding equal pay; staff at Ulster receive equal pay for equal work. The principle reasons for our pay gaps are enduring job segregation, unequal access to allowances and the application of market supplements at appointment.

The recommendations from this review informed our Equal Pay Action Plan, which aims to mitigate pay differences, and our Equality, Diversity and Inclusion Strategy and action plan.

Staff Equality Data

Five Year Trend Analysis

All staff are encouraged to maintain their personal equal opportunities data, by viewing/amending such on the CoreHR Portal.  Guidance on how to view/amend personal details can be accessed here.

Staff International Profile

Student Equality Data