Insert client logo Equal Pay findings QMUL November 2011

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Equal Pay findingsQMUL November 2011

2© 2010 Hay Group. All rights reserved

Population trend analysis

Individual incumbent analysis

Evidence from stakeholders/ focus groups

Review of policies

Report and

recommendations

Review of current Policies, Process

and practiceDevelop action plan Implement

Report, Findings and

recommendations

Implement actions and monitor and review outcomes

Qua

ntita

tive

Ana

lysi

s of

pra

ctic

e

Qua

litat

ive

Ana

lysi

s of

pol

icy

and

proc

ess

Further review of underlying factors including individual

case history

Assessment of risk

Develop action plan

Our Approach to Equal Pay


Basis of analysis

Trend analysis and no individual analysis or policy analysis Followed the EHRC guidelines in the process Significance set by 3% differences within populations Equal value based on grade/career family level in framework Each term should be considered separately as required if possible – not possible to do

with the variable payments Analysed April 2010 data, FTE basic fixed salary plus total variable payments and fixed

salary (basic + variable payments) on a trend basis Excludes the most senior managers and professors Covers part-time and full-time roles Included clinical staff but also looked at the analysis excluding them as well


Gender distribution

Gender - No of incumbents by Grade

0

50

100

150

200

250

300

350

1 2 3 4 5 6 7

Grades

No

of

incu

mb

ents

Female

Male


Average salary by gender

Gender - Average basic salary by Grade

-

10,000

20,000

30,000

40,000

50,000

60,000

70,000

1 2 3 4 5 6 7

Grade

Ave

rag

e B

ase

sala

ry (

£)

F

M


Findings cont.

Average salary other points: Male employees paid slightly more than female employees as a pattern if include

variable payments i.e. looking at total fixed

Grade Female (£) Male (£)% Difference Female vs..

Male

1 16,841 17,230 -2%

2 22,260 23,409 -5%

3 28,240 28,689 -2%

4 32,736 33,069 -1%

5 39,121 39,432 -1%

6 46,901 47,122 0%

7 61,111 63,010 -3%

Access to variable payments very different by gender, ethnicity and part-time vs.. full-time status

Proportionately more male employees have access to variable payments than female employees

Male employees paid higher variable payments on average than female employees


Ethnicity distribution

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Proportional Representation

1 2 3 4 5 6 7

Grades

Ethnicity distribution by Grades

White

Not Known

BME

No real significant differences between ethnicities in average basic pay, possibly grades 1, 3 and 7 but difficulty of the unknown and variable payments again


Other findings

Greater disparities between part time and full time in distribution and average salary Clinical roles tend to be most highly paid in grades and so skew differences

0%

10%

20%

30%

40%50%

60%

70%

80%90%

100%

ProportionalRepresentation

1 2 3 4 5 6 7

Grades

Full/Part time distribution by Grades

PT

FT

Average basic salaries show significant differences at grades 1, 5, 6 and 7 with 5, 6 and 7 in favour of the part-time employees


Overall issues

No real difference between average male and female salary. However:

Uneven distribution of population by gender and ethnicity. Is this due to progression or recruitment issues?

Variable payments make a significant difference to differentials so need to be researched and understood

Both clinical and other roles sit outside the pay ranges, raising questions about the pay management

Part-time employees seem to receive better treatment than full-time at particular levels Length of scales in framework are too long according to Age Discrimination legislation

and best practice within Equal Pay


Recommendations

Based on the analysis we would recommend: More analysis to understand the drivers behind the differences, particularly in

the variable payments and part-time vs. full time analysis Amend the pay structure and management to see if some risks could be

mitigated Examine the clinical group to see if there are any further risks within that

population Understand if there are any barriers to prevent the distribution of gender and

ethnicity becoming more equal in the population Decisions: communication and publication of messages based on the

analysis

Documents

Insert client logo Equal Pay findings QMUL November 2011