DMU and the Pay Gap (gender and race)

“DMU is firmly committed to ensuring equality of opportunity and improving outcomes for all its staff and students. It is our ambition to be a sector leader for fairness and inclusion across all protected characteristics, including race and gender.

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

“We have also taken the decision this year to publish our race pay gap in the interests of being fully open and transparent. While we are encouraged by the current figures, we know that not all our staff have disclosed or wish to disclose their race/ethnicity. We are committed to encouraging greater disclosure rates among our staff to help us better understand our position in respect of the race pay gap and we are also committed to taking proactive steps to see a reduction in the race pay gap in future years.”

Professor Andy Collop, Interim Vice-Chancellor, De Montfort University

The gender pay gap

The gender pay gap 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 the opposite sex doing equal work. A gender pay review, however, looks at the pay of men and women at all levels of the workforce as a whole.

Statistics

For the pay period containing the ‘snapshot’ date of 31 March 2018, DMU has a mean gender pay gap of 11.9% and a median gender pay gap of 2.6%.

Typically, women are less well represented than men in senior levels and are overrepresented in the lower levels of the organisation. We believe that this is the underlying factor driving our gender pay gap. We are seeking to address this, and, among other actions, develop our processes and support to enable more women to progress and enter into more senior roles. However, we are encouraged to see an improvement from our previous reported figures: as the quartile data below shows, there has been an increase in the representation of women in the upper two quartiles and improved gender balance across all quartiles.

There has been a marked decrease in the median gender pay gap figure from the figures reported last year. This is in part due to DMU’s proactive measures to reduce its gender pay gap. It is also a result of an anomaly having been identified in the calculation methodology used last year which resulted in a skewed median pay gap figure.  This year, we have addressed that anomaly in the calculation methodology to ensure that the median pay gap figure is more representative of the true position.

DMU’s commitment to equality

DMU is fully committed to our equality and diversity charter DMUfreedom and to delivering on the commitments outlined in our Athena Swan and Race Equality Charter action plans. We have already taken a number of proactive measures to close our pay gaps:

  • We offer a range of flexible working options for our staff to help them balance their work and home life commitments, including caring responsibilities.
  • We positively encourage women to return to work following maternity leave.
  • We recognise that men also want access to flexible working and to be more actively involved in family care responsibilities so our flexible working policies are open to all employees regardless of gender or personal circumstances.
  • We are committed to keeping our flexible working policies under review to ensure they are meeting the different needs of our diverse workforce.
  • 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.
  • We have reviewed our pay policies to ensure better governance and oversight of discretionary pay decisions on appointment and promotion.
  • 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 and research, from a new early career academic level through to professor.
  • We ensure that internal pay progression and promotional opportunities, including opportunities for promotion to Professor and Associate Professor, are effectively communicated to ensure that women and other less well represented groups are encouraged to put forward an application.
  • We support women to engage in development opportunities to encourage more women into more senior and leadership positions; for example, we are currently sponsoring a number of women to attend the Aurora Women's Leadership Development Programme commencing in March, and shortly intend to invite applications for the ‘Leadership Matters’ programme commencing in April. Both of these programmes are delivered by the Leadership Foundation for Higher Education/Advance HE. 
  • We have successfully implemented a Developing Diversity programme, an internal positive action programme for women, and Black, Asian and minority ethnic (BAME) employees as well as disabled employees. The 12-month programme ended in December 2018, and there have already been successful outcomes from participants in that programme including promotion of female participants. Due to its success, we will run the programme again in 2019.
  • DMU manager, a comprehensive training and development programme for all managers at DMU, will be launched in 2019. It will highlight how managers support groups that are under-represented in more senior roles to develop and progress. 
  • We have introduced an internal coaching service and have trained ten internal coaches who can provide one-to-one coaching conversations to support the career development of staff. We are also developing an internal mentoring scheme and this will be launched this year.

We recognise that reducing our gender pay gap 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 gender pay gap 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.

What causes the ‘gender pay gap’?

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

The gender pay gap 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 gender pay gap 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 ONS methodology.

What is DMU’s ‘bonus pay gap’?

DMU’s bonus pay gap figures during the twelve month period preceding the ‘snapshot’ date of 31 March 2018 showed a mean gender bonus gap of -13% and a median gender bonus gap of -13.7%. (A negative figure indicates a pay gap in favour of women). 3.4% of male employees received a bonus, while 1.3% of female employees received a bonus.

Bonuses at DMU are generally only applied to senior staff as discretionary payments linked to individual performance. We have fewer women employed in senior roles where a bonus would normally be payable and therefore fewer women than men who are eligible to receive a bonus.

However, of all those who did receive a bonus, generally women tended to be awarded a higher bonus than men. This explains why the university has a bonus pay gap figure (both mean and median) in favour of women.

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:

DMU pay quartiles
  Male Female
Upper quartile 56.2% 43.8%
Upper middle quartile 45.3% 54.7% 
Lower middle quartile 51.2% 48.8%
Lower quartile 33% 67% 

The race pay gap

The race pay gap shows the difference in pay between white employees and Black, Asian and minority ethnic (BAME) employees in the DMU workforce expressed as a percentage of white employees’ earnings.

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 race pay gap as a voluntary initiative.

It is acknowledged that presenting the race pay gap as a binary comparison between white and BAME staff does not acknowledge the gaps that may be present between people of different races and ethnicities e.g. between Black and Asian employees or between men and women of the same or different ethnic groups.

While a more nuanced intersectional analysis might reveal more qualitative data on the nature of the race pay gap, for reasons of simplicity and consistency the university has chosen to apply the same methodology as prescribed by the mandatory gender pay gap reporting duty for its reported figures.

We recognise that reducing our gender and race pay gaps 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 2018, DMU has a mean race pay gap of 7.9% and a median race pay gap of 0%.

The above figures are subject to caveat because DMU does not currently have a 100% disclosure rate in terms of race and ethnicity and therefore our figures are based on available data as at the snapshot date.  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 2018 showed a mean race bonus gap of -22.3% and a median race bonus gap of -77.1%. (A negative figure indicates a pay gap in favour of BAME employees). 2.7% of white employees received a bonus, while 1.9% of BAME employees received a bonus.

The quartile data for the race pay gap is as follows:

DMU pay quartiles
  White BAME
Upper quartile 83.5% 16.5%
Upper middle quartile 71.4% 28.6%
Lower middle quartile 77.6% 22.4%
Lower quartile 74.6% 24.5%

 

Historical data (gender pay gap)
Based on a snapshot of pay data taken in March 2017 
Difference in mean hourly rate 15%
Difference in median hourly rate 23%
Difference in mean bonus pay 10.1%
Difference in median bonus pay -67.9%
Proportion of male employees who received a bonus 3.7%
Proportion of female employees who received a bonus 1.5%

N.B. a negative figure shows a pay gap in favour of women

The percentage of male and female employees in each quartile of the pay distribution
Based on a snapshot of pay data taken in March 2017  
  Male Female
 Top quartile 58% 42%
Upper middle quartile 47% 53%
Lower middle quartile 45% 55% 
Lower quartile 33.6% 66.4%
 
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