The purpose of the biennial Equal Pay Audit is to ensure that there is no underlying bias in the way our pay system is designed and operated.

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1 EQUAL PAY AUDIT 2014 Introduction The purpose of the biennial Equal Pay Audit is to ensure that there is no underlying bias in the way our pay system is designed and operated. An Equal Pay Audit, as described by the Equal Opportunities Commission, involves comparing the pay of women and men doing equal work, investigating the causes of any gender pay gaps and closing any gaps that cannot be satisfactorily explained on grounds other than sex. The audit covers all Academic and Professional & Support staff on Grades 1-10 but excludes the Senior Management Group, staff on Personal Grades, Professors and KTP Associates. Methodology The pay gap has been measured against the average FTE Salaries across each of the factors looked at, and uses the Equal Opportunities Commission benchmark of 5% as the basis for analysis. Where any differences of over 5% have been identified these differences will be investigated by the HR department in consultation with the recognised trade unions to gain a better understanding of why these differences have occurred and to identify any actions required. data as at 1 December 2013 has been used as the basis for this audit. 1

2 Excludes SMG and Professorial staff RESULTS ALL STAFF (Includes Full Time/Part Time/Temporary staff) All Staff results by gender are as follows: All Staff (inc. SMG & Prof s) , , % When calculating the percentage pay gap for this category, the formula used was: (Female Average Male Average) / Female Average The pay gap shows that there is a pay differential in terms of Gender, which is above the 5% benchmark, however it has decreased by 2.19% since the last equal pay audit in FULL TIME/PART TIME BREAKDOWN Full Time , , % Part Time , , % Pay Gap percentage = (Female Average Male Average) / Female Average This table shows that the pay gap is far higher in full time staff than part time. 2

3 BY GRADE The table below shows the pay gap by Grade and Gender: Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % For this category there are no consistent patterns to the pay gap favouring either of the genders. There are no grades that exceed the 5% benchmark. There is a weighting problem with adding up the grade percentages, plus the pay differences are all percentages of different figures. In both of the 3

4 previous audits the same problem was highlighted, and therefore further checks were performed to confirm the validity of the statistics. ETHNIC ORIGIN The table below shows the pay gap by Ethnic Origin: All Other White Pay Gap (%) Number , , % The Ethnic Origin of 14 staff members is Unknown and they have therefore been excluded from this grouping. The above table shows that the pay gap is in favour of other ethnic origins. AGE The table below shows the average salary by age categories: Age Categories Number of staff Average Pay Gap (%) < , % 21< , % 31< , % 41< , % 51< , % > , % All Staff , This table shows that the Average increases up until the 41<50 age band and then the average salary decreases slightly. Looking into this further it has been identified in the under 20 category and the category, many of the members of staff are in lower grades, which would be expected. It follows a similar pattern as it did in previous audits. The Pay Gap percentage has been calculated using the following formula: (Average salary per age category- All staff average salary)/all staff average salary 4

5 DISABILITY The table below shows the pay gap by Declared Disabled/Not known to be disabled: Declared Disabled Not Known to be disabled Pay Gap (%) Number , , % The Pay Gap percentage has been calculated using the following formula: (Average declared disabled salary-average not known to be disabled salary)/average declared disabled salary This is below the 5% benchmark, so there is no significant issue with those disabled or not known to be disabled. 5

6 ADDITIONAL INFORMATION Professional & Support Staff (Includes Full Time/Part Time/Temporary staff, excludes SMG & Professors) All Staff results by gender are as follows: All P&SS Staff , , % Professional & Support staff by Grade (grades 1-5 shown above) The table below shows the pay gap by Grade and Gender. Grade , , % Grade , , % Grade , , % Grade , , % Grade , Academic Staff (Includes Full Time/Part Time/Temporary staff) All Staff results by gender are as follows: All Academic Staff , , % Academic Staff by Grade The table below shows the pay gap by Grade and Gender. 6

7 Grade , , % Grade , , % Grade , , % Grade , , % Grade , , % 7