The Gender Pay Gap

There are 1095 men and 1599 women included in the gender pay gap analysis: a total of 2694 people.

In 2022, the gender pay gap at the University saw a narrowing of both its mean and median gender pay gap. Table 1 shows a mean pay gap of 8.4%, a decrease of 3 percentage points from last year (11.2%, 2021) and a median gap of 11.1%, highlighting a decrease of 7 percentage points from previous (17.8%, 2021).

Table 1: Gender Pay Gap Between Men and Women, 2022

When benchmarked against a sector pay gap of 16.2%, the University’s gender pay gap is a favourable 8 percentage points less (UCEA, 2021). In addition, the University has one of the lowest gender pay gaps in its competitor group (Gender Pay Gap Service, 2022). When compared to the national gender pay gap of 14.9%, the University’s is 7 percentage points less (ONS, 2022).

Over the past three years, the gender pay gap for all employers, including the sector has been steadily reducing (ONS, 2022). In this regard, the University’s data shows that it is in step with this trend (ONS, 2022).

Bonus Payments by Gender

More women (3.7%) received a bonus payment, compared to men (2.2%). Table 2 shows 25 men received a bonus compared to 63 women.

Table 2: Proportions of Men and Women in Receipt of a Bonus Payment, 2022

While fewer men received a bonus payment compared to women, Table 3 shows that the mean gender payment gap is 10.6%. This means that the bonus payments made to male employees were on average higher than those made to females.

Table 3: Mean and Median Bonus Pay Gap Data by Gender, 2022

Hourly Pay

The mean and median hourly pay is higher for men than women.

Table 4 shows that the average hourly pay for women is £2.00 lower than for men. Distribution of gender through the pay quartiles shows that women are disproportionately represented in Quartile 1, the junior roles. The University recognises that people require time to develop their expertise and its pay and grades are underpinned by a robust job evaluation process that reinforces equal pay.  Career progression and opportunity are available for female staff through the work of Athena Swan.

Table 4: The Mean and Median Hourly Pay by Gender, 2022

Pay Quartiles by Gender

Table 5 shows that the number of men working within Quartile 1 is 35.16%. This percentage has been steadily increasing since reporting and is 7-percentage point rise since last year.

While women remain over-represented within this quartile (64.84%), efforts to recruit more men into these positions is taking effect and positively impacting on the reduction of the overall gender pay gap. Interventions like, attendance at recruitment fairs to showcase the range of opportunities available, greater use of diverse imagery and the gender decoder in creating job adverts all help to challenge the myths of gender stereotypes associated with job roles.

Table 5: Gender Pay by Quartiles, 2022

2021

2022

Quartile 4 shows a gender balance of men (48.66%) and women (51.34%), which is consistent with last year (The University of Derby Annual Equality, Diversity and Inclusion Report, 2022). Overall, the University has a higher female headcount, which accounts for higher female representation in all four pay quartiles. The University undertakes a range of activity that shines light on the female pipeline, such as Aurora and Athena Swan, which ensure opportunities for female progression remain an institutional priority.