As a top ten University, we rely on the hard work, dedication and innovation of colleagues across our entire community. Developing a truly inclusive environment in which we can all succeed underpins everything that we do at 天堂视频. Ensuring that there is equality of opportunity is fundamental to our success.
Changing our race pay gap is a long-term strategy that is influenced by the speed, or not, of societal change. We are committed to influencing change within our 天堂视频 community.
The Race Pay Gap
What the race pay gap is
The race pay gap is a measure of the difference in the average earning of white employees and racialised minority employees across the organisation.
The gap itself is the percentage difference (mean and median) between average hourly earnings for white and racialised minority employees.
We acknowledge that presenting the race pay gap as a binary comparison between racialised minority and white staff does not acknowledge the gaps that might be present between people of different races and ethnicities. To combat challenges with small numbers and to act consistently with the binary approach dictated by the government for the gender pay gap, a decision has been taken to present the data in this way at this time. This will be kept under review.
We recognise that reducing our race pay gap will take time. However, we are committed to change and are confident that the progression of actions associated with the 天堂视频 Race Equality Charter (REC) action plan and the Equity, Diversity & Inclusion Core Plan (under development), will allow us to reduce this gap and achieve increased balance across all levels of our organisation.
There is currently no mandatory reporting duty in respect of the race pay gap; however, in the interests of openness and transparency, 天堂视频 has chosen to monitor and report its race pay gap as a voluntary initiative.
It should be noted that the University employs a number of staff for whom their racialised group is unknown. This group amounts to 2.75% of the overall staff population and this group has been excluded from the race pay gap comparisons figures to ensure that the calculation is as representative and accurate as possible. Across the sector, the racialised group of 10% of university staff is unknown. (HESA HE Staff Statistic: UK 2022-2023)
What the race pay gap is not
The race pay gap is not an indication of how much more white employees are earning than employees within the racialised minority categories who are doing the same work.鈥� This concept is called equal pay.
What underpins our race pay gap
There are several key factors that impact 天堂视频’s race pay gap.
Our race pay gap data as of 31st March 2023
74.57% of our employees are white, 22.68% of are from racialised minority categories. The racialised groups of 2.75% of staff are unknown.
Our race pay data
Mean鈥痳ace鈥痯ay gap鈥�
The mean racialised minority staff hourly rate is 7.96% lower than that for white staff.
Median race pay gap
The median racialised minority staff hourly rate is equal to that for鈥痺hite staff.
The proportion of BAME staff in each pay quarter
At 天堂视频, racialised minority staff occupy 23.6% of the lowest paid jobs and 18.6% of the highest paid jobs.鈥�
Bonus pay
Mean bonus pay
Mean racialised minority staff bonus pay is 14.59% lower than white staff.
Median bonus pay
Median racialised minority staff bonus pay is 20.0% lower than white staff.
The proportion of staff receiving a bonus
The proportion of racialised minority staff receiving a bonus is 13.0% and the proportion of white staff receiving a bonus is 16.0%.
Addressing the Race Pay Gap
The University is committed to closing the race pay gap.