Equal Pay Audit and Gender Pay Gap Report 2014/15

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1 Human Resources Equal Pay Audit and Gender Pay Gap Report 2014/15 Report Date: September 2015 Claire Sweeney, HR Systems and Information Team Leader

2 Contents 1. Introduction 1 2. Staff Profile Gender 2.2 Age 2.3 BME 2.4 Disability 2.5 Fractional Employees 3. Conclusion 5 4. Recommendations 6 5. Action Plan 6 1. Introduction Walsall College supports the principle of equal pay for work of equal value. Legislation allows an individual to claim equal pay with a member of the opposite sex on the grounds that they are doing: Like work. Work related as equivalent under a job evaluation scheme. Work of equal value in terms of demands made under headings e.g. effort, skill and decision making. The Equal Pay Audit has three main aims: To compare the pay of Walsall College staff undertaking equal work. To investigate causes of any gender, ethnicity, disability and age pay gaps. Take action to close the gaps that are based on the grounds of gender, ethnicity, disability and age. The equal pay audit currently analyses the following four protected characteristics: Gender BME Disability Age Please note that the roles below have been removed from this salary related report to ensure that concise analysis is achieved: Principal and Chief Executive (single role, senior post holder) Deputy Principal (single role, senior post holder) Clerk to the Corporation (single role, senior post holder) Apprentice (numerous roles, no salary range due to apprenticeship framework) Hourly paid staff The Equality and Human Rights Commission state that where there is a difference in pay related to the gender of an employee, the following applies: less than 3% difference, no action is necessary. greater than 3% but less than 5% difference, the position should be regularly monitored. greater than 5% difference, action should be taken to address the issue and close the gap. 1

3 2. Staff Profile 2.1 Gender Table 1: Gender Profile. Female Male Number Percentage 61.4% 38.6% Within each department the gender split is as follows: Table 2: Gender Profile by Department. Department Female (%) Male (%) ASFI 50.0% 50.0% Business & Commercial Development 85.7% 14.3% Business & Computing 46.7% 53.3% Business Development 50.0% 50.0% Construction Engineering & Science 12.7% 87.3% Creative Industries 51.2% 48.8% Curriculum Administration Team 100.0% 0.0% Employer Contracts 100.0% 0.0% English & Maths 50.0% 50.0% ER Delivery 57.6% 42.4% Finance 70.6% 29.4% Foundation Learning 69.2% 30.8% Health & Public Services 80.6% 19.4% Human Resources 100.0% 0.0% Information Systems 76.0% 24.0% International 50.0% 50.0% Learning Technologies 32.0% 68.0% Marketing 85.7% 14.3% Operations 13.3% 86.7% Principalship 70.0% 30.0% Professional Development 85.7% 14.3% Quality 100.0% 0.0% Services to People 81.5% 18.5% Student Journey 89.5% 10.5% Walsall Business & Sports Hub 50.0% 50.0% 2

4 Graph 1: Average Salary by Gender 31, , , , , , , , , , Average Salary By Gender 27, Female 30, Male Graph 1 shows the difference in average salary of all female staff in comparison to all male staff. Overall, female staff are paid less on average than male staff. The pay gap between women and men at Walsall College, based on the employee s full time equivalent salary is on average a difference of 8.1% this is an increase of 1.2% on the previous year. As the results identified a pay gap of more than 5%, further investigation and analysis has revealed that the gender pay gap attributed to Business Support Roles (see Table 3). However, as there is a pay gap difference of greater than 5%, action needs to be taken to address the issue and close the gap. Table 3: Average Salary by Type of Staff and by Gender. Contract Type 1415 Female Male Difference Academic 33, , % Academic Support 28, , % Business Support 22, , % Senior Management Team 49, , % Executive Team 64, , % On average Academic females are paid 1.29% (previous year 1.87%) more than males; this has reduced by 0.58% on the previous year. However there has been a significant increase in the difference Business Support males are paid on average compared to females. The difference has increased to 5.75% (previous year 2.82%). Therefore, as there is a greater than 5% difference, action is required to address the issue and close the gap. 3

5 Number of Employees 2.2 Age Graph 2: Age Distribution by Gender Under 25 Age Distribution By Gender Female Male In a context of salary increases, this is normally based upon annual incremental progression within a grade on the Harmonised Pay Scale. The largest number of Walsall College staff fall within the age groups identified below: age bracket age bracket 2.3 BME The BME profile has increased over the academic year 2014/15. Overall, Walsall College has a BME staff population of 15.7% an increase of 1.7% on the previous year. The following table identifies the average salary by BME, by gender: Graph 3: Average Salary by BME and Gender. 31, , , , , , , , , Average Salary by BME and Gender Female Male Total BME 28, , , White 27, , ,

6 Graph 3 shows the difference in average salary of all BME staff in comparison to all White/Non-BME Staff. The statistics identifies that BME Females are paid 0.71% more than White Females, this is a 2.67% decrease on the previous year therefore no action is necessary. There is parity between White and BME Males (0.05%). Overall, there is a pay difference of 0.06% in favour of BME employees. As the difference is less than 3%, no action is necessary. 2.4 Disability Our disability profile is currently 9.1% (0.3% increase on the previous year). We have continued to retain our Positive about Disabled People status which reflects our commitment to effective recruitment and support for people who disclose disabilities. Table 4: Average salary by Disability Disability No Disability Number Percentage 9.1% 90.9% Average Salary 30, , The table above identifies the average salary for employees with a disclosed disability. On average, Disability Staff are paid 4.64% more than No Disability Staff, this has increased by 0.5% in the last year. This is attributed to higher disability disclosure rates than in previous years following the E&D Data Collection exercise in June There is a greater than 3% but less than 5% difference for average salary by disability therefore, the position will be regularly monitored over the year. 2.5 Fractional Employees Analysis of fractional employees by gender, identifies females are predominantly fractional within the College. In total, 12.9% of fractional staff are male and 87.1% are female, the amount of fractional males within the organisation has decreased by 4% on the previous year. Table 5: Fractional employees by Gender. Female Male Number Percentage 87.1% 12.9% Average Salary 27, , The statistics identifies that fractional females are paid 9.82% more than fractional males, an increase of 1.29%. No action is therefore necessary; however the position will be regularly monitored over the year. 3. Conclusion The main conclusion from carrying out this Equal Pay Audit is that Walsall College does not have any significant need for concern over equal pay issues when comparing employees within current grades. Gender Where pay gaps were identified in respect of gender, further investigation and analysis will be considered. The main reason for any pay differential is attributed to business support positions. 5

7 Age Salary differentials reflect length of service and career progression; however as there is less than 3% difference, no action is necessary. BME Statistics identified that average pay for BME staff is more favourable; therefore no action is required. Disability Statistics identified that average pay for employees with a disclosed disability is more favourable; however, as there is greater than 3% but less than 5% difference, the position will be monitored over the year. Fractional Employees - Statistics identified that average pay for fractional female workers is more favourable; therefore no action is required but the position will be monitored over the year. 4. Recommendations Whilst recognising that there may be legitimate reasons for pay gaps; we will continue to ensure that we have HR policies and practices in place that will help to close the gaps rather than widen them. Areas that we will monitor and work to strengthen include: 1. New Start Pay implementation Where possible, new appointees to a post or grade (whether new recruits to the organisation or internal promotions) will commence at the minimum point of the relevant pay scale range. 2. Continue to promote pay transparency and consistent application of pay practices. Embed equal pay principles in all relevant HR practices and by ensuring that measures are in place to minimise the risk of unequal pay. For example, having published salary scales and raise awareness of equal pay. 3. As a pay gap has been identified of more than 5% amongst the Business Support, an attempt will need to be made to close the pay gap. 4. Continuing to ensure our commitment to embracing diversity, promoting equality and working to ensure that there are no perceived barriers to progression for all staff. 5. Continue to monitor equal pay data, throughout the academic year to ensure pay gap is narrowing. 5. Action Plan Action Review Date 1. Publish up to date salary scales onto HR Intranet Pages 31 October Review business support salaries 31 January Review data throughout the academic year to ensure pay gap is narrowing 31 March

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