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Equal Pay Review April 2010
Background
The University conducted its first equal pay review in early 2007. At that time the equal pay review was based on only one equality strand, gender. It was agreed that the University, would conduct further equal pay reviews at least every three years and would extend the reviews to other equality strands.
The University has now conducted its second equal pay review based on data extracted from the HR/Payroll system as at April 2010. The data has been analysed using three equality strands gender, disability and ethnic origin.
Summary of Data Analysis
1. Gender Pay Gap
TABLE 1 Gender Pay Gap by Grade
GRADEFemaleMale2010 Pay Gap2007 Pay GapNo.Average EarningsNo.Average EarningsPercentagePercentageGrade 118714,2033614,030-1%2%Grade 28417,0545515,773-8%-6%Grade 329818,87112719,0581%2%Grade 418022,1457223,3756%5%Grade 526526,92313826,8320%0%Grade 637232,81728332,9390%1%Grade 729641,50625041,4190%0%Grade 811851,35622251,5140%2%Grade 91158,1883558,5101%2%Grade 9 off4083,40616884,6892%1%Totals1,85129,9101,38640,81336%29%
Excludes the Principal, staff on Clinical Grades and TUPE transfers with protected grades
A negative pay gap means that female staff are, on average, paid more than male staff in the same category.
Grade 9 off refers to those staff who have been evaluated at the Grade 9 level but who are in receipt of salaries in excess of the Spinal Point 54 maximum.
In 2007 an imbalance in the gender profile across the Universitys grades was identified. This profile has been updated and is shown in Table 1a below.
Table 1a - Percentages of Female/Male Staff
20102007
GRADEFemaleMaleFemaleMaleNo.%ageNo.%ageNo.%ageNo.%ageGrade 118783.9%3616.1%21379.2%5620.8%Grade 28460.4%5539.6%9564.6%5235.4%Grade 329870.1%12729.9%26471.2%10728.8%Grade 418071.4%7228.6%14071.8%5528.2%Grade 526566.1%13633.9%25273.0%9327.0%Grade 637256.8%28343.2%31055.3%25144.7%Grade 729654.2%25045.8%25051.8%23348.2%Grade 811834.7%22265.3%9631.7%20768.3%Grade 91123.9%3576.1%720.6%2779.4%Grade 9 off4019.4%16680.6%3219.4%13380.6%Totals1,85157.3%1,38242.7%1,65957.7%121442.3%
There has been little change in the gender imbalance by grade over the past three years. The ratio of female to male staff in Grades 1-5 in 2007 was 2.65:1 this has decreased to 2.38:1. Whereas the rate of female to male staff in Grades 6-9 has risen from 0.8:1 to 0.9:1.
The significantly higher number of male staff employed in Grades 8 and 9 has a marked effect on the overall average salary figures for the University. The increase in these numbers has seen the gender pay gap for all staff increase from 29% to 36% over the three year period.
The reported National Pay Gap for all employees narrowed between 2008 and 2009 from 22.5% to 22%. The Universitys pay gap for all employees is significantly higher than the National Pay Gap. It is recommended the University should now look at ways to address the gender imbalance across the Universitys grade structure. In particular the under representation of male staff in Grades 1-5 and the under representation of females staff in Grades 8-9.
The two grades identified as having pay gaps worthy of further analysis in 2007 remain the two grades that have pay gaps of 5% or more in the 2010 review. These grades are Grade 2 and Grade 4. A spinal point analysis within these grades produces the data shown in Table 1b below.
Table 1b Spinal point analysis of Grades 2 and 4
Grade 2
Spinal PointFemaleMaleNo.%age of Total Female No.%age of Total Male61720%1528%71417%713%81619%611%91315.5%2037%101315.5%47%11(C) 78%24%12(C) 45%13(C) Total8454Grade 4
Spinal PointFemaleMaleNo.%age of Total Female No.%age of Total Male172715%710%183117%710%192615%46%202816%68%21137%11%224223%2637%23(C) 85%34%24(C) 42%23%25(C) 1521%Total17971
Excludes 1 male who is on a protected salary at Grade 2 Excludes 1 male & 1 female who are on protected salaries at Grade 4
Grade 2
13% of the female staff at Grade 2 level are on contribution points on the grade compared with only 4% of men. This difference can be mainly accounted for by the initial assimilation of staff to the grade as part of the Framework Agreement. 15.5% of female staff are also at the maximum point on the grade, compared to 7% of male staff. This placing on scale is due to the application of annual increments since their appointment to their roles. The negative pay gap on this grade occurs because of the significantly higher number of female staff that have progressed over time by annual increments to the higher points on the grade. 63% of female staff are on or above the mid point on the grade compared to 59% of male staff. Due to recent appointments 28% of men are on the first point on scale compared to 20% of female staff.
The higher proportion of female staff on contribution points will decrease over time as long serving staff retire or leave the Universitys employment. No further action is required, at this time, to address the pay gap in this grade.
Grade 4
28% of male staff at Grade 4 level are on contribution points on the grade compared to only 7% of female staff. In addition 37% of male staff are at the maximum point on the scale compared to 23% of female staff. This difference can be attributed to the assimilation of the maintenance staff to the new pay and grading structure with effect from August 2007.
The maintenance staff were assimilated after the implementation of the Framework Agreement as they were excluded from the Framework Agreement due to a pre-existing national agreement that fell out with the scope of the JNCHES negotiations. At the time the maintenance staff were assimilated to the new pay and grading structure the allowances that they previously received for participating in a standby system were consolidated into their basic pay before they were assimilated to the new scales. As a result most of the staff were assimilated to the maximum contribution point. Over time new maintenance staff will be recruited to points on the normal grade range and therefore no further action is required, at this time, to address the pay gap in this grade.
Increments
One incremental step on the Universitys current grade structure represents a pay uplift of 3%. The pay gaps for the remaining grades in the structure are less than 3% and as a result these gaps do not require any further investigation as they fall within an acceptable level.
Disability Pay Gap
The number of staff who have declared a disability are relatively small, representing less than 1% of the total workforce. As a result it is difficult to undertake any meaningful pay gap analysis by grade.
TABLE 2 Disability Pay Gap by Grade
GRADENot Known to be DisabledDeclared Disabled2010 Pay GapNo.Average EarningsNo.Average EarningsPercentageGrade 122214,178113,4985%Grade 213515,8640-N/AGrade 342018,933518,4643%Grade 424822,493422,733-1%Grade 539527,022827,1470%Grade 664932,876632,1932%Grade 754541,580143,8405%Grade 833751,309351,3450%Grade 94658,4330-N/AGrade 9 off20584,389278,5727%Totals3,20234,5943032,0708%
Excludes the Principal, staff on Clinical Grades and TUPE transfers with protected grades
A negative pay gap means that staff who have declared a disability are, on average, paid more than staff in the same category who have not declared a disability.
Grade 9 off refers to those staff who have been evaluated at the Grade 9 level but who are in receipt of salaries in excess of the Spinal Point 54 maximum.
Table 2 above shows that the Disability Pay Gap for the whole University is currently 8%. No analysis of the disability data was undertaken in 2007 and therefore not comparative data is available from that time.
Ethnic Origin Pay Gap
Less than 10% of the Universitys staff have declared non-white ethnic origins. Breaking the staff down into more detailed ethnic groups would result in data that returned numbers which would be too small to be statistically significant. As a result the analysis that has been undertaken uses only two groupings, white and non-white ethnic origin.
The Universitys Ethnic Origin pay gap is 5%. The only pay gap by grade where the gap is 5% or more is the Grade 9 off scale grade where on average the Non-white staff receive average salaries that are greater than the white staff salaries. However, the number of non-white staff only represent 3% of the staff in this pay grade.
TABLE 3 Ethnic Origin Pay Gap by Grade
GRADEWhiteNon-white2010 Pay GapNo.Average EarningsNo.Average EarningsPercentageGrade 118214,1581613,8452%Grade 212715,828715,5622%Grade 340018,931918,2394%Grade 422922,4821321,8533%Grade 534527,0963726,3123%Grade 654532,8278732,2952%Grade 747941,4844441,1981%Grade 830151,3741751,3740%Grade 94058,311157,2022%Grade 9 off19484,577689,158-5%Totals2,84234,70123733,0815%
Data excludes the Principal, staff on Clinical Grades, TUPE transfers with protected grades and staff of unknown ethnic origin.
A negative pay gap means that Non White staff are, on average, paid more than White staff in the same category.
Grade 9 off refers to those staff who have been evaluated at the Grade 9 level but who are in receipt of salaries in excess of the Spinal Point 54 maximum.
Table 3a Percentages of White/Non-white Staff by Grade
2010
GRADEWhiteNon-whiteNo.%ageNo.%ageGrade 118291.9%168.1%Grade 212794.8%75.2%Grade 340097.8%92.2%Grade 422994.6%135.4%Grade 534490.5%369.5%Grade 654586.2%8713.8%Grade 747991.6%448.4%Grade 830194.7%175.3%Grade 94097.6%12.4%Grade 9 off19297.0%63.0%Totals2,83992.3%2367.7%
The distribution of Non-white staff across the grades does not show marked variations with the exception of Grade 6 where there is a noticeably higher percentage of non-white staff. This can be attributed to the large number of non-white research staff who are engaged at this grade level.
Further information
Further information is available from Dave Cumming, Human Resources, telephone (27)2011 or by e-mail at HYPERLINK "mailto:david.cumming@abdn.ac.uk"david.cumming@abdn.ac.uk
24 May 2010
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