Gender pay gap 2021 – Bath Spa University

Bath Spa University is committed to ensuring equal opportunities for all staff.

Vice-Chancellor Professor Sue RigbyAs Bath Spa University’s Vice-Chancellor, I welcome the opportunity to publish our Gender Pay Gap, as it is one important way of maintaining momentum and ensuring accountability within our institution. The deadline for submitting this year’s report was extended due to the current pandemic, however we have committed to publishing around the same time as the original deadline to maintain consistency, and show an accurate trajectory of the decrease in pay gaps over the past years. It is reassuring to see that our gender pay gap continues to decrease year on year – though we must not be complacent.

It is encouraging that gender representation continues to improve at a senior level. Across the University we employ more women than men, and this is especially true at lower pay grades. As a result we have a gender pay gap that is slowly closing but still a concern. More needs to be done to tackle gender inequality at all levels within the University. We need to promote access throughout Bath Spa University at all grade levels, and work on finding and promoting talent in this and other traditionally under-represented groups.

We must continue to work with enthusiasm, energy and determination to address gender inequality. Progress will take time, and gender pay gap figures fluctuate, but we are committed to producing permanent and positive change, as demonstrated in our Equality Objectives, and the ongoing work mentioned in the report below.

Professor Sue Rigby


By law, any organisation with 250 or more employees must publish information about their gender pay gap – the difference between the average (median and mean) earnings of all men and women working across the organisation. The Gender Pay Gap is different from our Equal Pay Review, which compares the pay differences between men and women who carry out work of equal value, and checks to see if there are any differences or inequalities. In doing so, we can monitor the effectiveness of our pay framework and job evaluation processes which were put in place as part of our commitment to ensure equal pay of equal value.

Bath Spa University is committed to ensuring equal opportunities for all staff and is dedicated to addressing issues that cause barriers to equal opportunity for all employees.


Graphic showing that 41.1% of Bath Spa staff are men, and that 58.9% are female.

Graphic showing that the mean hourly pay gap between men and women is 11.2%, while the median hourly pay gap is 18.6%.

As of March 2020, 41.1% of our staff are men, and 58.9% are women. The mean average gender pay gap at Bath Spa University is 11.2%, equivalent to £2.28 per hour. The median gender pay gap is 18.6%, or £4.00 per hour. In 2019, these figures were 13.1% and 21.8% respectively.

Graphic showing the distribution of staff based on their hourly pay, in quartiles. The Lower Quartile is 69% female, the Lower Mid Quartile is 60.8% female, the Upper Mid Quartiles is 57.8% female and the Upper Quartile is 48% female.

Pay by quartiles shows the distribution of staff based on their hourly pay. We can see from this that our Gender Pay Gap is largely due to higher proportions of female staff in lower paid roles.

Our mean and median bonus pay gaps this year were both -100%. This is because one bonus payment was made for exceptional work to a female, non-senior staff member during the reporting period. This means that bonus payments were made to 0.14% of our female workforce and 0% of our male workforce.

What does it mean?

The Gender Pay Gap Report is a measure of the difference in pay between the average hourly earnings of male and female staff. The mean is calculated by summing the hourly rates of each employee, then dividing by the number of employees. The median is the middle value when all hourly rates are ranked from smallest to largest.

In our case, this pay gap is mostly due to a higher proportion of female staff occupying more junior roles within the University, as well as the large number of female casual staff we employ, who are mainly Bath Spa University students. The large number of female casual workers is representative of our student population.

If this last group were excluded from the calculations above, the mean average gender pay gap at Bath Spa would be 8.2% and the median would be 8.8%. However, we are proud to employ our students and offer them development opportunities, and so will continue to do so despite the impact on our gender pay gap figures.

Graphic showing that the gender split of all Bath Spa staff excluding casuals was 43% men and 57% women.

Graphic showing that the mean hourly pay gap between men and women excluding casual staff was 8.2% while the median pay gap was 8.8%.

Graphic showing the distribution of staff excluding casual staff based on their hourly pay, in quartiles. The Lower Quartile is 65.6% female, the Lower Mid Quartile is 58.8% female, the Upper Mid Quartiles is 55.5% female and the Upper Quartile is 48.1% female.


Reducing our Gender Pay Gap

The current gender pay gap at Bath Spa is disappointing, but comparisons to previous year’s data show that both the mean and median pay gaps are reducing. We, as a community, must be committed to working together in addressing the gender pay gap and ensure that we continue to reduce our gender pay gaps in future years.

Graphic showing the Bath Spa University pay gaps over time. The mean was 17.2% in 2017, 17.1% in 2018, 13.1% in 2019 and 11.2% in 2020. The median gap was 23.7% in 2017, 23.2% in 2018, 21.8% in 2019 and 18.6% in 2020.

To date, we have introduced a number of measures that aim to reduce the gender pay gap at Bath Spa, including relaunching the Women’s Network, Diversity and Unconscious Bias training, and our Developing Leaders Programme.

We have also:

  • Continued to review how we perform against our Equality Objectives. We are currently in the process of writing our Equality Objectives 2021-25 which will continue to focus on equality in recruitment, development, and support of staff, as well as continuing to develop Bath Spa’s inclusive culture.
  • Continued to monitor overall staff experience through our regular Staff Surveys.
  • Engaged with a range of staff in the development of our People and Culture strategy, which has included the development of our four values: Inclusivity, Collaboration, Sustainability, and Respect
  • Started a review of our recruitment process and begun blind shortlisting for professional services staff, in an attempt to improve equality in our hiring practises.
  • Continued to use positive action statements in recruitment advertisements.
  • Continued our commitment to publishing internal Equal Pay Reviews every two years.
  • Continued to pursue transparency and communication of gender pay gap information.
  • Begun planning a consultation process to build a staff support framework around sexual violence, harrassment, and supporting students who are victim-survivors of sexual violence.
  • Continued to support the Disabled Staff Network, LGBT+ Staff Network, Global Inclusivity (BAME) Staff Network, and are currently in planning stages for the launch of a Parents and Carers Network, recognising the importance of intersectionality and the fact that pay gaps may exacerbated for staff who are also in these groups.
  • Carried out equality impact assessments in relation to gender and other protected characteristics when writing our submission for REF 2021, taking positive action where necessary in the selection outputs for submission.

We know that one of the strengths of this University is its highly accomplished and dedicated staff. We will therefore continue in our efforts to ensure a fair and equal work environment for all, and ask that all those who can will work with us to do the same.

The gender pay information provided in this report includes our statutory data as a public organisation with more than 250 employees for 31 March 2020. It is also published on the government website.

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