King s College London: Gender Pay Reporting 2018

Transcription

1 King s Cllege Lndn: Gender Pay Reprting 2018 King s welcmes the pprtunity t publish its Gender Pay Gap reprt fr the year ending 31 March We are publishing ur Gender Pay Gap earlier this year. By ding this we are able t reprt a mre current psitin t ur stakehlders, as well as being able t mnitr ur prgress twards the next census date in March Wh are we? King s is a wrld leading university as reflected in many independent league tables. King s Strategic Visin 2029 dcument summarises ur visin as being t make the wrld a better place. We will achieve this by being a civic university at the heart f Lndn, and an internatinal cmmunity that serves the wrld. We will educate t inspire and imprve, research t infrm and innvate, and serve t shape and transfrm. A key element f King s heritage is as a pineer f higher educatin fr wmen. This cmmitment cntinues with ur apprach t diversity and inclusin. At a strategic level King s launched its Glbal Institute fr Wmen s Leadership earlier this year. Althugh the launch pstdates the census date fr this reprt, it is a clear demnstratin f ur cmmitment t equality f pprtunity within and beynd King s. What is the Gender Pay Gap? Gender Pay uses pay t measure hw cmpanies are prviding equality f pprtunity, using pay as the best prxy fr senirity. The Gender Pay Gap shws the difference in average earnings between wmen and men. The figures cntained in this reprt cnfrm t the calculatin methdlgy stipulated by UK legislatin. Equal pay differs in that it deals with the pay differences between men and wmen wh carry ut the same jbs, similar jbs, r wrk f equal value. As such n inference can r shuld be made abut equal pay using Gender Pay Gap infrmatin.

2 Legislative requirements As a public rganisatin with 250 r mre emplyees as at 31 March 2018 King s Cllege Lndn is required t publish specific gender pay infrmatin: mean gender pay gap in hurly pay median gender pay gap in hurly pay mean bnus gender pay gap median bnus gender pay gap prprtin f males and females receiving a bnus payment prprtin f males and females in each pay quartile The differences in pay and bnus are expressed as a percentage f male pay/bnus. Fr reprting purpses, clleagues wh have taken unpaid, r reduced pay leave during March 2018 are excluded frm the analysis. Such leave might include: sabbatical; parental leave; sick leave; r unpaid annual leave. This apprach is cnsistent with legislative requirements. 2

3 Headline Gender Pay figures fr King s Cllege Lndn Distributin f men and wmen within King s Cllege Lndn King s ttal wrkfrce fr gender pay reprting purpses is just ver 8,100 f whm 45.2% are men and 54.8% are wmen. The prprtin f wmen has grwn since the last census date f March Mean and Median The mean is calculated by adding all f the hurly salaries fr men/wmen and dividing by the number f men and wmen respectively. The median is calculated by rdering the salaries fr men/wmen and determining which salary lies in the middle f the list. Mean and median gender pay gap GENDER PAY GAP: MEAN & MEDIAN M E N W O M E N M E N W O M E N M E A N M E D I A N The gender pay gap is measured by taking the difference in the mean r median hurly pay and expressing it as a percentage f the male mean pay. King s mean gender pay gap is 19.0% and the median is 14.1%. Bth f these numbers shw a slight imprvement frm last year where the crrespnding figures were 19.5% and 14.3%. 3

4 Mean and Median gender bnus gap The mean and median gender bnus gap is calculated in a similar way t pay but nly includes thse emplyees wh received a bnus in the year leading up t 31 March Bnus Gap: Mean and Median 0.0 men wmen men wmen mean median King s mean gender bnus gap is 58.1% and the median is 70.6%. The mean is slightly lwer than last year, but the median is higher. Prprtin f males and females receiving a bnus Fr gender pay reprting bnuses include ne-ff recgnitin awards and Clinical Excellence Awards. Only 5.0% f men and 3.6% f wmen received a bnus during the 12 mnths leading up t 31 March PROPORTION RECEIVING BONUS men wmen men wmen 8.6% 5.0% 3.6% 4

5 Effect f Clinical Excellence Awards Clinical Excellence Awards (CEAs) are determined by the Natinal Health Service and are payments made t cnsultants wh cntribute twards the delivery f safe and high quality care t patients and t the cntinuus imprvement f the Natinal Health Service. King s is prud t have a high number f clinicians deserving f such recgnitin, which we pay n behalf f the NHS. The average CEA, where paid, is higher than ur recgnitin awards by a factr f 10 when expressed as an hurly rate. With a disprprtinate number f clinicians being male (60%) and mre s cnsultants (70%), CEA awards have a marked impact n ur reprting. If CEAs are disregarded, 2.8% f wmen and 2.1% f men received a bnus. The mean bnus gap was 27.5% and the median was 23.4%. As CEAs are paid mnthly, they are als included in the definitin f pay fr GPG reprting. Were they t be excluded King s mean GPG wuld fall by ne percentage pint. The median wuld be unchanged. Pay Quartile Distributin The distributin f men and wmen acrss the pay quartiles is shwn belw. Each quartile cntains an equal number f emplyees Tp Quartile Quartile 2 40% 60% men wmen 54% 46% men wmen Quartile 3 Quartile 4 61% 39% men wmen 64% 36% men wmen We recgnise that ur gender pay gap needs t be reduced and s have sught t evaluate: a) the reasns fr ur gender pay gap; b) the breakdwn f the gender pay gap fr different areas f the rganisatin; c) what we shuld cntinue t d t clse the gap; and d) which new strategic activities shuld be undertaken t make prgress n clsing the gap. 5

6 Factrs cntributing t King s Cllege Lndn s Gender Pay Gap The table belw shws the break-dwn f pay between the different types f rle within King s Cllege Lndn. The mean and median numbers are nt actual hurly pay but are indices t shw the relatinships between the different areas. They are bradly indicative f a relatinship t the verall mean/median where that figure is equal t 100. King s Cllege Lndn wrkfrce prfile shws that mre f ur leadership psitins are filled by men and we als have a larger prprtin f wmen in lwer paid areas f the rganisatin relative t men. King s perates in partnership with three NHS Fundatin Trusts and pays its clinicians at rates in line with Natinal Health Service methdlgy, which are generally higher than fr ther staff. Of ur clinicians, 60% are men, a figure unchanged frm A greater percentage f cnsultants are wmen than previusly, with the percentage increasing frm 28% in March 2017 t 30% in March We calculate that, if all clinical staff are excluded, ur gender pay gap wuld be 15.3% (mean) and 11.7% (median). We have a significantly higher number f wmen than men in prfessinal services, and the gap has widened further in the year up t March This is significant because nw ver half f King s female wrkfrce is emplyed within prfessinal services. There is a marked difference in the average salaries fr prfessinal services and research rles cmpared t academics and clinicians. The table belw shws the breakdwn f pay acrss King s. Figures have been expressed as indices representing the relatinship t the mean/median f the rganisatin. Fr example, Academic Males are paid 38.9% higher than the mean average emplyee within King s. Mean Median n= Academic Male (58.8%) Female (41.2%) GPG 11.3% 8.1% Clinical Male (60.5%) Female (39.5%) GPG 21.7% 22.0% Research Male (40.2%) Female (59.8%) GPG 4.5% 3.2% Prfessinal Services Male ,449 (38.7%) Female ,293 (61.3%) GPG 8.3% 5.7% 6

7 King s als emplys a large number f cntracted hurly paid staff, primarily teachers and teaching assistants. There are 587 wh meet the criteria fr inclusin in this year s Gender Pay Gap calculatin. As there is likely t be a degree f variatin in this ppulatin separate figures have nt been shwn in the table abve. If hurly paid staff were t be cmbined with Academic staff then the mean and median GPG fr that sub-grup wuld be 11.3% and 8.1%, the same as fr Academic Staff alne. 7

8 What have we been ding? We are increasingly aware f the ptential fr gender bias in ur recruitment prcesses. When the reprted ppulatin March 2017 is cmpared with that in March 2018, there are 2,240 different emplyees* (865 men and 1,375 wmen). A gender pay gap calculatin based n this ppulatin alne wuld shw a mean f 13% and a median f 2.7% shwing that we are making prgress. * - sme f these emplyees will be peple wh were excluded in March 2017 n the basis f being n reduced pay leave; the majrity will be new recruits int the business. The changes we have made fllwing a review t ur academic prmtins prcess have started t have an impact. In 2016/17 apprximately 7% f the female academic ppulatin was prmted. This was lwer than the male percentage f circa 8%. The latest rund f prmtins, which will be effective frm August 2018, shws an increase f 50% in the numbers f female academics being prmted, representing just ver 10% f the female academic ppulatin (including clinicians). Figures fr men remained bradly unchanged frm the previus year, bth in abslute and percentage terms. We cntinue t make ur cmmitment t gender pprtunity a part f university life By making diversity and inclusin a cnsistent theme f ur visin statement King s Strategic Visin 2029 ; By actively encuraging and supprting participatin in the Athena SWAN prgramme; and We cntinue t recgnise ur need t develp ur female talent By spnsring participatin in schemes which fcus specifically n the develpment f wmen in the wrkplace. We have increased the pprtunities fr wmen t take n leadership rles. The intrductin f the deputy psitin t Heads f Divisin r Department, and the fixed term nature f the Head rle is designed t give wmen greater expsure t senir rles. We have sught t reduce bias, bth cnscius and uncnscius We have intrduced tw Diversity Matters training prducts, ne f which is aimed specifically at leaders, managers, and supervisrs. We believe this initiative has cntributed twards a significant increase in the numbers f prmtins fr wmen in ur academic rles. All ur senir management team has recently undertaken training t understand structural inequality, in rder bth t identify where it exists and t be able t address any such issues. 8

9 What are we ging t d? Althugh ur Gender Pay Gap remains much higher than we wuld wish, we are mving in the right directin and we will seek t cntinue t build n the thinking and behaviurs behind the fall. King s Diversity & Inclusin functin has an updated actin plan fr Fcused n gender equality fr bth staff and students it has a brader remit than gender pay, but necessarily fcuses n aspects f that challenge. Amng ther bjectives and actins it will: ensure that senir leaders are infrmed and able t act n King s gender pay gap; empwer Athena SWAN assessment teams t share practice and cperate, imprving, and acting upn insights gleaned. Thrugh this we aspire t build the envirnment and cnfidence fr all staff t take advantage f the pprtunities available and t be the very best they can be. We will cntinue t fcus n tackling bias and ther barriers t ensure that we maximise the ptential f all ur emplyees, especially thse wmen wh may feel discuraged frm seeking pprtunities. We will als cntinue t investigate and understand structural reasns fr ur Gender Pay Gap. We are cmmitted t addressing the gap in psitive and sustainable ways by ding the right thing and nt merely by managing the numbers. Our analysis f the causes f ur gender pay gap shws that we have an pprtunity t make an impact by increasing the representatin f wmen in senir academic and prfessinal services rles. Our intentin is t develp behaviurs t address the rt causes f the gender pay disparity t achieve sustainable, deep-rted imprvements. We will cntinue t fcus n the fur key areas utlined last year: Accuntability We will make senir leaders aware f the rle they have t play in develping and retaining female talent and make them accuntable fr ding s. Scrutiny We will cntinue t scrutinise the prcesses and utcmes which impact psitively and negatively n ur gender pay gap. Our fcus will be n internal prmtin (including the readiness f female talent) and external recruitment. We will cntinue t imprve ur management infrmatin s we can assess the impact f ur prmtin and recruitment decisins. Organisatinal Culture We will build n the current fcus n female participatin and mve t identify and challenge any embedded cultural behaviurs which might have an adverse impact n ur cmmitment t diversity. Psitive Actin fr Wmen We will cntinue t explre and evaluate the prvisin f caching t imprve the pprtunity fr wmen t prgress in their academic careers. We will als lk t develp urselves and imprve ur understanding f hw gaps are created thrugh imprved understanding f intersectinality. 9

10 Declaratin We cnfirm that ur data is accurate and has been calculated accrding t the requirement f The Equality Act 2010 (Gender Pay Gap Infrmatin) Regulatins