This year, for the first time, all UK employers over a certain size are required to report on their gender pay gap. On this page you’ll find a snapshot (from data for the relevant dates in 2017) of the gender pay balance within Coventry University Group, with data broken down to university and subsidiary level and accompanied by notes to explain what the results mean.
We want our group to be a model for others to follow. The university is on an exciting journey of growth which is driven by our staff and underpinned by our core values of support, trust, integrity and respect – central to which is our ongoing commitment to equality, diversity and inclusion, and to addressing workplace barriers to equality.
But we recognise that we have more to do, and a role to play nationally, to ensure that everyone – regardless of race, ethnicity or gender – has an equal opportunity to thrive.
What is the gender pay gap?
Gender pay gap analyses measure the difference between the average earnings of all men and women employees in an organisation, regardless of their role or seniority. The following information is included:
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of men and women receiving a bonus payment
- proportion of men and women in each pay quartile
Gender pay should not be confused with equal pay, which is about ensuring that men and women undertaking work of an equal value are paid a similar amount for that work. At Coventry University we’ve been carrying out equal pay audits every two years since 2009, and we’re confident that men and women carrying out similar work within our university are paid similarly.
The gender pay gap doesn’t indicate a pay equity issue or an imbalance in the university’s pay structures and policies. What the gap does reflect is the current distribution of men and women across the pay quartiles, and the fact that there is an uneven distribution.
The Coventry University Group gender pay gap
Difference in hourly pay rate between men and women
Difference in bonus pay between men and women
Proportions of men and women staff paid bonus pay
The results show that a slightly higher proportion of women than men receive bonus pay across the university group.
Proportions of men and women staff in pay quartile bands
Table 4 illustrates the proportion of men and women in the quartile bands, and shows that Coventry University has a higher proportion of men in the upper pay quartile (58%) and upper middle pay quartile (54%) than women (42% and 46% respectively), and that in the lower pay quartile women are represented disproportionately (71%). At CUE there is a disproportionate representation of women in the lower (76%) and upper middle (69%) quartile.
The proportions are more balanced within Coventry University London and the CU sites, with the figures indicating a disproportionate representation of women in the lower middle quartile (77%) at the former, and in the lower quartile (61%) at the latter.
These initiatives will take some time, and the work we are doing now is unlikely to have a meaningful impact by the time we report again on our gender pay figures for 2018.
I confirm that the information set out in this report as required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 is accurate.