{"id":3383,"date":"2021-07-04T14:53:59","date_gmt":"2021-07-04T14:53:59","guid":{"rendered":"https:\/\/thinking.is.ed.ac.uk\/melissa\/?p=3383"},"modified":"2021-07-07T18:05:30","modified_gmt":"2021-07-07T18:05:30","slug":"adressing-the-pay-gap","status":"publish","type":"post","link":"https:\/\/thinking.is.ed.ac.uk\/melissa\/2021\/07\/04\/adressing-the-pay-gap\/","title":{"rendered":"adressing the pay gap"},"content":{"rendered":"
\"\"<\/a>
Front Cover Issue 9 – Image of woman with household items: iron, thread etc. Usage terms: \u00a9 Estate of Roger Perry Creative Commons Non-Commercial Licence – See more at: http:\/\/www.bl.uk\/spare-rib\/articles\/design-and-spare-rib#sthash.LtV84Eu5.dpuf<\/figcaption><\/figure>\n

That feeling when you discover that the bit of the organisation\u00a0 of which you are in charge has a gender pay gap in the ‘other’ direction.<\/p>\n

Addressing the pay gap is one of the\u00a0 commitments directors in ISG have made as part of our EDI plan<\/a>.<\/p>\n

This is, I think, the sort of equality data in which sex matters although presumably sex and gender are being used interchangeably in the reporting context<\/a>.<\/p>\n

The average<\/strong> full time equivalent salary of women in ISG is 16.97% lower than the average salary of men. This compares to 9.59% across all Professional Service Groups and 16.18% for the whole University.<\/p>\n

The median<\/strong> full-time equivalent salary of women is 25.48% lower than the median for men. This compares to 14.87% across all Professional Service Groups and 11.10% for the whole University.<\/p>\n

Gender pay balance is different in the various Directorates.<\/p>\n

LTW has a gender paygap in the opposite<\/em> direction. I have overshot and I will now seek to correct, as all gaps are bad.<\/p>\n

With regard to senior management the gender imbalance and broad salary range within grade 10 have a major impact on the University\u2019s overall gender pay gap. When grade 10 staff are excluded from the dataset, the University average and median pay gaps reduce to 8.8% and 8.5%. However, this is not the case in ISG where the numbers of women and men are roughly equal and are paid much the same ( apart from the CIO\/VP who skews the data obv).<\/p>\n

The University\u2019s average salary disability<\/strong> gap is 1%;<\/strong> there is no median pay gap. However, at 3%, the rate of proactive disclosure by staff renders it difficult to make meaningful observations regarding any pay gap between staff who have disclosed a disability and those who have not.\u00a0 For ISG, 4.5% have declared a disability and the average disability pay gap is 3%<\/strong>. Interestingly, when the recent home-working survey was done ISG recorded a much higher rate of disability than our HR data would suggest and than other parts of the University.<\/p>\n

The University\u2019s ethnicity <\/strong>pay gap is 1%<\/strong> (average) and 5.7%<\/strong> (median) in favour of staff who have proactively declared their ethnicity as \u2018White\u2019. While these have reduced since the 2019 audit (8.8% and 8.4%) there has been an increase in the percentage of staff whose ethnicity is unknown\/withheld (to 21%) rendering it difficult to draw overall meaningful conclusions regarding the pay of our BAME staff. For ISG, our ethnicity pay gap is 19%<\/strong> (average) and 24.6%<\/strong> (median) and the demographic of our staff ethnicity declaration is: 75% White; 8% BAME; and 8% unknown. Although our Learning Technology colleague Rachael features widely as the face of the university, including on the equal pay report!<\/p>\n","protected":false},"excerpt":{"rendered":"

That feeling when you discover that the bit of the organisation\u00a0 of which you are in charge has a gender pay gap in the ‘other’ direction. Addressing the pay gap is one of the\u00a0 commitments directors in ISG have made as part of our EDI plan. This is, I think, the sort of equality data …<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1,10],"tags":[143,341,124,445],"class_list":["post-3383","post","type-post","status-publish","format-standard","hentry","category-learning-teaching-and-web-services","category-eople-place-work","tag-data","tag-edi","tag-equality","tag-pay-gap"],"_links":{"self":[{"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/posts\/3383","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/comments?post=3383"}],"version-history":[{"count":9,"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/posts\/3383\/revisions"}],"predecessor-version":[{"id":3401,"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/posts\/3383\/revisions\/3401"}],"wp:attachment":[{"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/media?parent=3383"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/categories?post=3383"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/thinking.is.ed.ac.uk\/melissa\/wp-json\/wp\/v2\/tags?post=3383"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}