Hi all,

Mike Costall asked me to report back on the new JNCHES report (Sept 2016) on Higher Education gender pay gap data – http://www.ucea.ac.uk/en/publications/index.cfm/hegenderpaygap

 

The report limits itself to considering the data that is required to be collected before decisions about gender pay gaps and what to do about them can be made. If the right data is collected then institutions would be in a better position to take corrective action. Although at first it might seem that the gender pay gap is one of those unchanging things about our society, in fact the patterns change year-on-year. The data can be visualised and trends become observable. For example the charts at https://public.tableau.com/views/NewJNCHESHEgenderpaygapdata/Summary?:embed=y&:display_count=yes&:showVizHome=no show the size of the pay gap declining since 2004 and the relative gap between academic and professional services staff converging.

 

The report recommends that nationally data on 5 benchmarks be collected annually:

 

  1. Median and mean gender pay gap by full-time staff category using HESA staff data.
  2. Median gender pay gap by contract level for full-time staff using HESA staff data.
  3. HE, education whole economy median and mean pay gaps for full-time employees using ONS ASHE data.
  4. Median gender pay gap by HE and ‘Not HE’ full-time professional occupations using ONS ASHE data.
  5. Median gender pay gap by HE teaching professionals in the sector, HE teaching professionals not in the HE sector and secondary teaching professionals for full-time employees using ONS ASHE data.

 

These benchmarks concentrate on full-time staff data and this emphasis is at risk of concealing pay gaps that specifically relate to part-time staff.

 

What DMU UNISON should be asking for.

  1. The gender pay-gap analysis should be undertaken annually so that accurate monitoring of trends is possible
  2. We should ask how part-time pay-gaps are monitored and whether there is anything we might be missing
  3. We should ask if the 5 recommended benchmarks are all covered in DMU’s data collection
  4. What DMU UNISON can do to help.
  1. We should encourage our members to update their details on the staff portal. Only with accurate data on who is employed at DMU can realistic trends be discovered. Where staff do not disclose information on gender, ethnicity religion and belief or sexual orientation, then any unfairness will be less easy to uncover.

 

 

Philip Adams
Equalities Officer.