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Gender pay gap 2020

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. It is reassuring to see our gender pay gap moving in the right direction, in particular that our mean pay gap (excluding casuals) has reduced to 9.2% – though we must not be complacent.

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 the imbalances highlighted in this report. 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. 

Introduction

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 within the organisation. The Gender Pay Gap is different than equality of pay, which looks at the differences in pay between men and women doing equal work.

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

Graphic showing percentage of male staff (39.5%) and female staff (60.5%)

Graphic showing the mean gender pay gap (13.1%) and median pay gap (21.8%)

The mean average gender pay gap at Bath Spa University is 13.1% and the median average is 21.8%. In 2019 these figures were 17.1% and 23.2% respectively.

Graphic showing hourly pay by quartiles: lower quartile is 69.7% female, lower mid quartile is 63.1% female, upper mid quartile is 60.6% female and upper quartile is 48.5% female

Graphic showing the bonus pay gap: mean bonus pay gap is 0% and median bonus pay gap is 0%

Our mean and median bonus pay gaps this year are both 0%. This is because bonus payments of equal value were made to two people (one female and one male) during the reporting period. This was the result of exceptional work. This means that bonus payments were made to 0.12% of our female workforce and 0.19% 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.

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 9.2% and the median would be 11.1%. 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 of gender split of all BSU staff (excluding casuals) showing men at 42.5% and women at 39.5%

Graphic showing the mean pay gap excluding casuals (9.2%) and median pay gap excluding casuals (11.1%)

Graphic showing hourly pay by quartiles (excluding casuals) showing the lower quartile as 66.1%, lower mid quartile as 60.9%, upper mid quartile as 55.4% and upper quartile as 47.9%

Graphic showing bonus pay gap excluding casuals – mean: 0% and median: 0%

Reducing our Gender Pay Gap

The current gender pay gap and Bath Spa is disappointing, but comparisons to our 2018 and 2019 data show that both the mean and median pay gaps are reducing. We, as a community, must be committed to working together in addressing this vital moral and social challenge and ensure that we continue to reduce our gender pay gaps in future years.

Encouragingly, the number of our female staff in professorial roles has continued to increase, and now represents over 50% of our professorial headcount. This means we've successfully hit one of our Equality Objectives before its 2021 deadline.

To date, we have introduced a number of measures that aim to reduce the gender pay gap at Bath Spa, including 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
  • Continued to monitor and address both the strengths and weaknesses of our university culture through our regular Staff Surveys
  • Started a review of our recruitment process, in an attempt to improve equality in our hiring practices
  • Continued to use and monitor positive action statements in recruitment advertisements
  • Continued our commitment to publishing internal Equal Pay Reviews
  • Continued to pursue transparency and communication of gender pay gap information.

We know that one of the strengths of this University is its people – our 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.

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