We are reporting a mean gender pay gap of 8.7% and a median gender pay gap of 3.0% in the year to 05 April 2018.
This means average pay for our female employees was 8.7% lower than for male employees. Our mean gender pay gap for bonuses paid was -23.4% with a median of 18%, and 29.4% of female employees received a bonus compared to 28.0% of male employees.
|Difference in mean hourly rate of pay||8.7%|
|Difference in median hourly rate of pay||3.0%|
|Difference in mean bonus pay||-23.4%|
|Difference in median bonus pay||18.0%|
|Percentage of employees who received bonus pay||28.9%||29.4%|
|Upper middle quartile||36.4%||63.6%|
|Lower middle quartile||33.3%||66.7%|
In order to reduce the gap, the Union has identified the following areas of action:
We will review the processes for recruitment, promotion and succession to limit unconscious bias, through the development of clear structured assessment practice and measurements.
We will ensure that pay on recruitment and promotion is transparent and decisions about this are reflective of objective assessment, in line with our pay policy.
We will deliver a blended leadership and management learning programme in order to:
We will ensure that women are role modelled within leadership roles within SUSU, including on the Trustee Board.