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Gender pay gap

The College is required by the Government Equalities Office to publish its gender pay gap information as at 31 March 2019. Please find the information below.

Gender Pay Gap – Warrington & Vale Royal College 31  March 2019

The gender pay gap is the percentage difference between average hourly earnings for men and women.

On 31 March 2019, Warrington & Vale Royal College employed 460 members of staff, comprising 162 male staff and 298 female staff. Analysis of our data shows:

  • Mean gender pay gap was 6.17%
    This is a decrease on the previous year of 0.83%. The mean gender pay gap is the difference in average hourly rates of pay that male and female employees receive.
  • Median gender pay gap was 18.00%
    The median gender pay gap shows the differences at the mid-points of the ranges of hourly pay rates of men and women by ordering rates from lowest to highest, and comparing the mid-point.
  • Quartile breakdown (the percentage of male and female employees in four quartile bands) was:

First quartile                                      29% male                              71% female


Second quartile                                24% male                               76% female


Third quartile                                    42% male                               58% female


Fourth quartile                                  46% male                               54% female


 

  • 1.23% of male staff received a bonus payment. No female staff were paid a bonus payment.
  • Please note that it is only the Business Development Team in the college who are eligible for bonus payments, and during this year it was comprised of two male staff.
  • The mean gender pay gap in bonus payments was therefore 100%.
  • The median gender pay gap in bonus payments was 100%.

Please note that preparation and marking is included in the hourly rate for hourly paid lecturers. If the figures were adjusted to reflect this, and the gender pay gap statistics were calculated based on hourly rate per contact hour, the figures would be as follows:

  • Mean gender pay gap was 3.36%
  • Median gender pay gap was 11.45%

The most significant challenges we face are:

  • A higher proportion of women in lower paid positions, e.g. administration, catering
  • A high proportion of female staff, and a more uneven distribution of men and women throughout the first, second and third quartiles.
  • There is a high proportion of hourly paid male lecturers in quartile 4, who teach Engineering and Trade Union Studies. The level of experience and qualifications required is reflected in a high pay rate per hour, and this is traditionally a male dominant field.

Our most significant successes are:

  • The College compared very favourably to the UK pay gap of 17.3% in 2019 (Office for National Statistics). The UK figure fell by 0.5% from 2018 to 2019; the College decrease of 0.83% was therefore favourable in comparison.
  • Women well represented at senior levels in the college
  • Structured interviews are conducted
  • Where applicable, skill-based assessment tasks are used in recruitment
  • Women are included in shortlist panels for recruitment
  • The College operates with transparency in regard to promotion and pay
  • Equality and Diversity Committee works to ensure equal and fair opportunities for all.

Our commitments for the future:

  • Continually review our recruitment processes and career progression opportunities, and adapt where appropriate.
  • Opportunity for all staff to attend leadership development programmes.
  • Review of flexible working.
  • Where appropriate, encourage both men and women to consider options for shared parental leave.
  • For full-time vacancies, consider the possibility of part-time or job share opportunities.

View our Trade Union Facility Time Report for the period 1 April 20189 – 31st March 2020.