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DMU and the Pay Gap (gender and race)

“DMU’s ambition is to be a sector leader for fairness and inclusion across all protected characteristics, including race and gender. We are firmly committed to ensuring equitable opportunities and improving outcomes for all our staff and students.

“This summary, which outlines the current gender pay gap (GPG) at De Montfort University (DMU), is a testament to the efforts made by DMU to reduce the GPG. We are determined to continue to take proactive measures to further narrow this gap in future years.

“A couple of years ago we also took the decision to publish our race pay gap (RPG). We have again published this information, given that transparency is key as we continue to takes steps to decolonise DMU to become an anti-racist university. This year’s data shows that we need to take further action to address the gap and to fully understand and evaluate effective actions.”

Professor Katie Normington, Vice-Chancellor, De Montfort University

The gender pay gap

The GPG shows the difference in pay between all men and women in a workforce expressed as a percentage of men’s earnings. It can sometimes be confused with the law on ‘equal pay’. An equal pay analysis looks at whether men and women doing equal work are paid the same i.e. it is a direct comparison between the contractual terms (including pay) of two people of different sexes doing equal work. A pay gap review, however, looks at the pay of men and women at all levels of the workforce as a whole, and considers the difference between the average (the mean and median) pay gap of each group.

Statistics

For the pay period containing the ‘snapshot’ date of 31 March 2020, DMU has a mean GPG of 10.8% and a median GPG of 2.9%. This shows a continuing downward trend on last year’s reported mean and GPG figures of 11.2% although the median has risen slightly from 2.2%.

The mean pay is the average of the salaries of all employees by gender calculated as full-time equivalent salaries, while the median is the midpoint of pay on a scale from highest to lowest.

Typically, women are less well represented than men in higher pay grade roles and are overrepresented in the lower pay grade roles of the organisation. We believe that this is the underlying factor driving our GPG which shows the top quartile of earners comprise 54.2% men and 45.8% women. We are taking steps to address this, and, among other actions, are developing our processes and support to enable more women to progress and enter into higher paid roles, including most recently through a review of our appraisal and promotions processes.

DMU’s commitment to equality

DMU is fully committed to equality, diversity and inclusion, and to delivering on the commitments outlined in our Athena Swan and Race Equality Charter action plans which we keep under ongoing review to monitor their success. These action plans include commitments designed to help increase the representation of women and Black, Asian and minority ethnic (BAME) staff in higher paid roles, which will in turn have a positive impact on our pay gaps.  We have already taken a number of proactive measures to close our pay gaps, including the following:

  • We offer a range of work/life balance (WLB) and flexible working options for our staff to help them balance their work and non-work commitments, including caring responsibilities. We have recently reviewed our policies and have refreshed our approach to our WLB and flexible working provisions at DMU. This includes greater clarity on and easier access to our policies via our staff intranet, as well as facilitating a culture of positive encouragement of flexible working and WLB, with visible commitment from the most senior levels of the organisation.  In addition, we are now using our experiences of having had a largely remotely based (working from home) workforce throughout the Covid-19 pandemic to explore new ways of working, in terms of how, where and when colleagues work, which would lead to greater flexibility in future.
  • We positively support women to return to work following maternity leave by offering a range of flexible working options.
  • Our Shared Parental Leave policy allows fathers (or partners, including same sex partners) access to the same level of enhanced pay during shared parental leave as a woman taking maternity leave would be entitled to receive.
  • To help address the lower representation of women in more senior academic roles, we introduced a range of academic career pathways across the different disciplines of teaching, research and knowledge exchange, from a new early career academic level through to professor.  The success criteria for these pathways are regularly reviewed to ensure they are inclusive and recognise the full range of contributions from across all of our diverse academic staff groups.
  • We ensure that internal pay progression and promotional opportunities, including opportunities for promotion to Professor and Associate Professor, are effectively communicated and that women and other less well represented groups are actively encouraged to put forward an application. 
  • We held our annual “Aspiring Academics” event in December 2020, which aims to encourage less well represented groups (e.g. female and BAME) to apply for promotion to Associate Professor and Professor.
  • We support women to engage in development opportunities to encourage them into more senior and leadership positions; for example, we sponsored a number of women to participate in the Aurora Women's Leadership and the Senior Women’s Leadership development programmes in 2020. Both of these programmes are delivered by Advance HE.
  • DMU:Manager, a development programme for managers at DMU, was launched in 2019. Initially focused on ensuring new managers are familiar with their responsibilities within our staff policies, it has been further developed to build managers’ knowledge and skills, which will include how to support groups that are less well represented in more senior roles to develop and progress.
  • We have developed an internal mentoring scheme which was launched in January 2021.

We recognise that reducing our GPG will take time. However, we are confident that our commitment to change, as demonstrated in these and other measures, will help us continue to achieve increased gender balance across all levels of our organisation.

Further information

Why is DMU publishing this information?

DMU has over 250 employees and is therefore required to report its GPG in accordance with The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (“the Regulations”). This statement has been produced by reference to the Regulations and associated guidance.  However, we are proud to share our figures (which are considerably lower than the average for the sector) and to publicly state our intention to continue to further reduce and ultimately eliminate our pay gap.

What causes the ‘GPG’?

A GPG can occur for example where men and women are distributed unevenly across the workforce. If an organisation employs more women in lower paid types of work, they are likely to have a larger GPG. Although this could highlight the need to improve equality of opportunity, it does not necessarily mean that there are unequal pay practices within the organisation.

The GPG can be influenced by a range of socio-economic factors: for example, women returning to work following career breaks for childcare reasons can tend to return into lower paid and often, part time, jobs.

The GPG is also about ensuring greater gender balance across all occupations and at all levels in the workforce. Employers may wish to attract more men into jobs that are traditionally occupied by women and vice versa and ensure that opportunities to work flexibly are available to both men and women on an equal basis and at all levels of the workforce.

What is the ‘bonus pay gap’?

This is similar to the GPG but looks specifically at the amounts paid on average to men and women by way of bonus pay (if any bonus pay has been paid) during the twelve-month period.

A negative figure indicates a pay gap in favour of women as per the Office for National Statistics (ONS) methodology.

What is DMU’s ‘bonus pay gap’?

2020 showed a mean gender bonus gap of 4.3% and a median gender bonus gap of -3.1%, much lower than the sector average mean gender bonus gap of 19.6%.  3.6% of male employees received a bonus, while 2.2% of female employees received a bonus.

Bonuses at DMU are generally only available to staff on grades above the single pay spine, as discretionary payments linked to individual performance. We have fewer women employed in senior roles and therefore have fewer women than men who are eligible to receive a bonus.

Pay quartiles

In accordance with the Regulations, we have also divided the total population of the workforce into quartiles: the lower quartile, lower middle, upper middle and upper quartile pay bands. The percentages of males and females within each quartile are as follows:


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The race pay gap (RPG)

The RPG shows the difference in pay between white employees and Black, Asian and minority ethnic (BAME) employees in the DMU workforce.

There is currently no mandatory reporting duty in respect of the race/ethnicity pay gap; however, in the interests of openness and transparency, DMU has chosen to monitor and report its RPG as a voluntary initiative.

We are proud to be an employer with a particularly diverse workforce, representing a wide range of ethnicities, nationalities, backgrounds and cultures, reflecting the diversity of the city in which we are based.  While a more nuanced analysis might reveal more qualitative data on the nature of the RPG, for reasons of simplicity and consistency the university has chosen to apply the same binary methodology (i.e. between white and BAME staff) as prescribed by the mandatory GPG reporting duty for its reported figures. 

We recognise that reducing our GPG and RPG will take time. However, we are confident that our commitment to change, as demonstrated in a range of measures, will help us continue to achieve increased balance in these critical areas across all levels of our organisation.

Statistics

For the pay period containing the ‘snapshot’ date of 31 March 2020, DMU has a mean RPG of 7.1% and a median RPG of 0.0%. This shows a small increase on last year’s reported mean GPG figure of 6.5%, and a continued median RPG of 0%.

The above figures are subject to caveat because DMU does not have a 100% disclosure rate in terms of race and ethnicity and therefore the figures are based on available data at the point it is recorded.  DMU takes ongoing measures to encourage higher rates of disclosure of race and ethnicity among its workforce.

DMU’s bonus pay gap figures during the twelve-month period preceding the ‘snapshot’ date of 31 March 2020 showed a mean race bonus gap of -18.8% and a median race bonus gap of -4.2% (a negative figure indicates a pay gap in favour of BAME employees). 3.3% of all white employees received a bonus, while 2.6% of all BAME employees received a bonus.

The quartile data for the RPG is as follows:


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Pay Gap Data Trends: 2017 - 2019

The pay gap data is based on snapshot pay data in the March before the publication date i.e. 2018 data is based on a snapshot of data taken in March 2018, and this was published in 2019.

Gender pay gap (GPG)

Negative amounts indicate a pay gap in favour of women.


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Race pay gap (RPG)

The pay gap data is based on snapshot pay data in the March before the publication date i.e. 2019 data is based on a snapshot of data taken in March 2019, and this was published in 2020.

Negative amounts indicate a pay gap in favour of BAME employees.


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1Figures based on snapshot date in the March of the year shown and reported the following year e.g. 2018 data figures based on March 2018 pay data, which was published in March 2019.

2Negative amounts indicate a pay gap in favour of BAME workers.