Gender Pay Gap Report
What is the Gender Pay Gap report?
From 6 April 2017 organisations with more than 250 employees were required by the Government Equalities Office to publish annually gender pay data on the following basis:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure
It is important to state from the outset that a gender pay gap is not the same as equal pay. A gender pay gap is a measure of the difference between the average salaries of male and female employees across an organisation, whereas equal pay refers to the legal requirement for employers to pay male and female employees the same for undertaking the same or similar work, Therefore, it is possible for an organisation to have a gender pay gap despite it being fully compliant with its equal pay responsibilities. We are committed as an organisation to identifying and implementing practical steps to make a further reduction in our pay gap in the future.
2024
Gender Pay Gap Reporting 2024
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Difference in mean hourly rate of pay: |
9.3% |
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Difference in median hourly rate of pay: |
5.7% |
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Difference in mean bonus pay: |
-25.1% |
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Difference in median bonus pay: |
0.0% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
4.8% |
3.6% |
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Proportion of employees quartile pay bands: |
Upper |
52.3% |
47.7% |
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Upper Middle |
59.2% |
40.8% |
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Lower Middle |
58.4% |
41.6% |
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Lower |
68.7% |
31.3% |
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Gender Pay Gap Reporting 2023 (year ending 31 March 2024)
The University of Winchester participates in national wage bargaining through the Universities and Colleges Employers Association (UCEA), adopting the single national pay spine and annual pay awards for academic and support staff. This ensures consistency in pay and reward practices, aligning with the broader Higher Education Sector and across our organisation. The University is also an accredited Living Wage employer, ensuring pay rates above the legal national minimum for all staff. The University rightly pays men and women the same for work of equal value - equal pay is not the same thing as the gender pay gap.
Our recruitment, selection, and progression practices are designed to be transparent, fair, and equitable, with standard processes applicable to all colleagues. We strengthen this with a sustained, multi-year focus on equality, diversity, and inclusion practices.
We are pleased to report very significant improvements in both our Median Gender Pay Gap and Mean Gender Pay Gap compared to previous years, and a zero Median Bonus Pay Gap. Additionally, the Mean Bonus Pay Gap (which is made up of honorarium payments and long-service awards at the University) shows a significant lean towards female staff in this reporting year.
The Gender Pay Gap for the University of Winchester for the year ending 31 March 2024 was:
- Median Gender Pay Gap: 9.3% (compared to 13.5% last year).
- Mean Gender Pay Gap: : 5.7% (compared to 11.9% last year).
This also compares well to the 2023 data (the latest available at time of reporting) showing a sector average of 12.0% median pay gap (14.2% wider economy), and 14.2% mean pay gap (13.2% wider economy),
Our workforce has more female colleagues than males, which is reflected by the gender distribution in all Pay Quartiles. Notably, we have a higher proportion of female colleagues in roles in the Lower Pay Quartile, contributing directly to our Gender Pay Gap.
We are rightly proud of our flexible working practices, which are often accessed to support family commitments and choices. We have a high proportion of colleagues who benefit from working part-time, however, we recognise this also contributes to our Gender Pay Gap (given that many of our part-time roles are typically lower graded in nature). For instance, when considering only full-time colleagues in the statutory Gender Pay Gap calculation, our mean hourly pay gap is 5% and our median gap is 2.9%.
Gender Bonus Pay Gap
For the avoidance of doubt, the University does not operate bonus scheme(s) for roles at any grade, including management and leadership. However, honorarium payments and long-service awards are reported for completeness in our Gender Pay Gap (per the statutory guidance). Honorarium payments are made in recognition of extraordinary contributions, including colleagues who take on additional duties at a higher grade for a short period. These payments, where made, are typically to colleagues below management and leadership grades. The University also has a non-contractual voucher scheme for long-service awards that is also included in the calculation. The University of Winchester reports the following Gender Bonus Pay Gap (honorarium and long-service awards) for the year ending 31 March 2024:
- Median Bonus Pay Gap: 0.0% (compared to -33.6% last year)
- Mean Bonus Pay Gap: -25.1% (compared to 32.3% last year)
Despite the above improvements, we recognise the disadvantages female colleagues can experience in the workplace, and also acknowledge that any pay gap(s) should not exist. As such, we remain committed to addressing these issues through our Gender Equality and Pay Gap Action Plan in partnership with our recognised Trade Unions, and through review under our Equality, Diversity, and Inclusion Committee.
2023
Gender Pay Gap Reporting 2023
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Difference in mean hourly rate of pay: |
11.9% |
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Difference in median hourly rate of pay: |
13.5% |
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Difference in mean bonus pay: |
32.3% |
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Difference in median bonus pay: |
-33.6% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
1.7% |
2.2% |
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Proportion of employees quartile pay bands: |
Upper |
51.3% |
48.7% |
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Upper Middle |
60.8% |
39.2% |
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Lower Middle |
59.7% |
40.3% |
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Lower |
71.9% |
28.1% |
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Gender Pay Gap Reporting 2023 (year ending 31 March 2023)
The University of Winchester participates in national wage bargaining through the The Universities and Colleges Employers Association (UCEA), adopting the single national pay spine and annual pay awards for academic and support staff. This ensures consistency in terms of pay and reward practices, in line with the broader Higher Education Sector, and across our organisation.
Our recruitment, selection and progression practices are designed to be transparent, fair and equitable – with standard processes in place that are applicable to all colleagues. We strengthen this with a sustained and ongoing focus on equality, diversity and inclusion, including mandatory training for all colleagues.
We recognise the disadvantage female colleagues can experience in the workplace and remain committed to acting on this. We are pleased to report improved year-on-year figures for both our Median Gender Pay Gap and Median Bonus Gap. However, the associated Mean figures have worsened and the fact that women, on average, are paid less than men at the University of Winchester remains unacceptable.
The Gender Pay Gap for the University of Winchester for the year ending 31 March 2023 was:
- Median Gender Pay Gap: 13.5% (compared to 14.9% last year).
- Mean Gender Pay Gap: 11.9% (compared to 9.7% last year).
In absolute terms, in all Pay Quartiles, there is a higher percentage of female colleagues than male colleagues. However, female colleagues remain proportionately underrepresented in the Upper Pay Quartile and overrepresented in the Lower Pay Quartile – a combination that contributes directly to our Gender Pay Gap.
Additionally, whilst we are rightfully proud of our flexible working practices and have a high proportion of colleagues working part time, this also contributes to our Gender Pay Gap. Women are statistically more likely than men to work part-time, due to a variety of factors, including family and caring responsibilities.
The University does not operate a formal bonus scheme. However, honorarium payments are reported for completeness for our Gender Pay Gap. Honorarium payments are made in recognition of extraordinary contribution(s), including colleagues who take on additional duties at a higher grade for a short period of time. These payments, where made, are typically to colleagues with roles that are subject to the national pay spine. The University made a small number of such payments during 2022-23 and these are reflected in our published data:
- Median Bonus Pay Gap: -33.6% (compared to 29.8% last year).
- Mean Bonus Pay Gap: 32.3% (compared to 33.0% last year).
The University remains committed to addressing our Gender Pay Gap and ensuring that our wider policies and practices are fair and equitable. We will continue to work in partnership with our recognised Trade Unions on our wide-ranging Gender Pay Gap action plan, that is reviewed and refreshed regularly through our Equality, Diversity and inclusion Committee.
2022
Gender Pay Gap Reporting 2022
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Difference in mean hourly rate of pay: |
9.7% |
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Difference in median hourly rate of pay: |
14.9% |
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Difference in mean bonus pay: |
33.0% |
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Difference in median bonus pay: |
29.8% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
1.9% |
2.3% |
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Proportion of employees quartile pay bands: |
Upper |
51.2% |
48.8% |
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Upper Middle |
61.6% |
38.4% |
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Lower Middle |
63.6% |
36.4% |
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Lower |
69.0% |
31.0% |
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2021
Gender Pay Gap Reporting 2021
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Difference in mean hourly rate of pay: |
9.8% |
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Difference in median hourly rate of pay: |
13.7% |
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Difference in mean bonus pay: |
-11.7% |
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Difference in median bonus pay: |
5.1% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
3.1% |
4.6% |
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Proportion of employees quartile pay bands: |
Upper |
51.2% |
48.8% |
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Upper Middle |
60.0% |
40.0% |
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Lower Middle |
63.2% |
36.8% |
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Lower |
69.3% |
30.7% |
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2020
Gender Pay Gap Reporting 2020
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Difference in mean hourly rate of pay: |
10.9% |
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Difference in median hourly rate of pay: |
18.6% |
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Difference in mean bonus pay: |
-9.0% |
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Difference in median bonus pay: |
0.0% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
0.8% |
0.8% |
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Proportion of employees quartile pay bands: |
Upper |
49.8% |
50.2% |
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Upper Middle |
60.7% |
39.3% |
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Lower Middle |
61.6% |
38.4% |
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Lower |
71.7% |
28.3% |
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2019
Gender Pay Gap Reporting 2019
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Difference in mean hourly rate of pay: |
11.0% |
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Difference in median hourly rate of pay: |
16.2% |
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Difference in mean bonus pay: |
47.1% |
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Difference in median bonus pay: |
53.3% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
1.3% |
0.5% |
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Proportion of employees quartile pay bands: |
Upper |
47.1% |
52.9% |
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Upper Middle |
59.4% |
40.6% |
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Lower Middle |
62.1% |
37.9% |
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Lower |
69.4% |
30.6% |
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2018
Gender Pay Gap Reporting 2018
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Difference in mean hourly rate of pay: |
11.7% |
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Difference in median hourly rate of pay: |
16.2% |
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Difference in mean bonus pay: |
25.7% |
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Difference in median bonus pay: |
29.8% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
1.4% |
1.0% |
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Proportion of employees quartile pay bands: |
Upper |
47.6% |
52.4% |
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Upper Middle |
60.6% |
39.4% |
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Lower Middle |
65.0% |
35.0% |
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Lower |
68.2% |
31.8% |
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2017
Gender Pay Gap Reporting 2017
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Difference in mean hourly rate of pay: |
13.8% |
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Difference in median hourly rate of pay: |
22.0% |
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Difference in mean bonus pay: |
50.7% |
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Difference in median bonus pay: |
25.0% |
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Female |
Male |
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Proportion of employees receiving bonus pay: |
1.5% |
1.6% |
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Proportion of employees quartile pay bands: |
Upper |
46.5% |
53.5% |
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Upper Middle |
61.2% |
38.8% |
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Lower Middle |
67.7% |
32.3% |
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Lower |
70.7% |
29.3% |
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Looking Forward
We are committed to taking steps to address any barriers we identify to female career progression which are within our ability to influence. It remains the case that in the UK it is predominantly women who take primary responsibility for child care. Unless and until this societal norm changes women will continue to be the dominant gender in part-time jobs, which tend to be lower-paid roles. Therefore, to some extent it is the pace at which this societal norm weakens which will make the critical difference in our further efforts to narrow and ultimately eliminate the gender pay gap.