The Gender Pay Gap reporting regulations require us to review the gender pay distribution across the University in four equally sized quartiles. These are calculated by listing all employees by their hourly rate of pay, from the lowest to the highest, and then dividing the list into four sections, with an equal number of employees in each section.
The Lower Quartile is predominately comprised of 70.1% females compared with 29.9% males.
Within the Lower Middle Quartile, the gender profile is more equally distributed. This is comprised of 56.5% females and 43.5% males.
Similarly, the gender profile within the Upper Middle Quartile is comprised of 56% females and 44% males.
There is a shift in the gender profile within the Upper Quartile as this is comprised of 56.8% males compared with 43.2% females.
The pay quartile figures show the root cause of our gender pay gap – we have a higher proportion of females in our lower pay quartiles (our lower pay grades) and a higher proportion of males in our upper pay quartiles (our higher pay grades). Whilst the Athena Swan Charter aims specifically to address the under representation of females in senior roles (i.e. Upper Quartile), the “outsourcing” of predominantly male operational roles and the types of jobs available contributes to the over-representation of women in the Lower Quartile.