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Gen­der Pay Gap 2021/2022

Not­ting­ham Col­lege is legal­ly oblig­ed to pub­lish an analy­sis of its pay by gender. 

Scope and Context

A gen­der pay gap report is request­ed under the The Equal­i­ty Act (Gen­der Pay Gap Infor­ma­tion) Reg­u­la­tions 2017 which requires organ­i­sa­tions with 250 or more employ­ees to pub­lish statu­to­ry cal­cu­la­tions every year show­ing how large the pay gap is between their male and female employ­ees for the pre­ced­ing 12-month period. 

It is impor­tant to note that gen­der pay gap report­ing is not the same as an equal pay audit, rather it reflects the roles that men and women are employed in and their den­si­ty across the work­force. Equal pay is the legal right of men and women to be paid at the same rate for like work, work rat­ed as equiv­a­lent, and work of equal val­ue. A gen­der pay gap analy­sis com­pares the aver­age earn­ings (mean and medi­an) of all women and all men across the College’s work­force. A neg­a­tive per­cent­age indi­cates that the aver­age pay for women is high­er than for men. A pos­i­tive per­cent­age indi­cates that the aver­age pay for men is high­er than for women.

This report out­lines Not­ting­ham College’s gen­der pay gap at the snap­shot date of 31 March 2021. Not­ting­ham Col­lege Ser­vices did not have 250 employ­ees on 31 March 2021 and there­fore no report is required for this organisation. 

The fol­low­ing infor­ma­tion is required to ful­fil the duties placed on pub­lic sec­tor organ­i­sa­tions to report on the gen­der pay gap:

  • Aver­age gen­der pay gap as a mean average
  • Aver­age gen­der pay gap as a medi­an average
  • Aver­age bonus gen­der pay gap as a mean average
  • Aver­age bonus gen­der pay gap as a medi­an average
  • Pro­por­tion of males receiv­ing a bonus pay­ment and pro­por­tion of females receiv­ing a bonus payment 
  • Pro­por­tion of males and females divid­ed into four groups ordered from low­est to high­est pay

The Col­lege is required to pub­lish the data on its own web­site and the Gov­ern­ment web­site by 30 March 2022 based on the cal­cu­la­tion date of 31 March 2021. The fig­ures have to be cal­cu­lat­ed using the stan­dard method­olo­gies set out in the Equal­i­ty Act (Gen­der Pay Gap Infor­ma­tion) Reg­u­la­tions 2017

Nottingham College Statement on Published Data

Not­ting­ham Col­lege has a greater pro­por­tion of female staff com­pared to male staff in the low­er quar­tiles. Many of these roles are part time and are tra­di­tion­al­ly occu­pied by women. It is for this rea­son that the aver­age pay for male employ­ees is high­er than the aver­age pay for female employees.

Not­ting­ham Col­lege has more female staff employed across all quar­tiles which illus­trates that oppor­tu­ni­ties are avail­able to both males and females.

Not­ting­ham Col­lege is com­mit­ted to mon­i­tor­ing the pro­file of males and females with­in the low­er quar­tile and the College’s Equal­i­ty, Diver­si­ty & Inclu­sion Com­mit­tee will look for oppor­tu­ni­ties to address the gen­der pay gap on an on-going basis. 

We are con­fi­dent that men and women are paid equal­ly for doing equiv­a­lent jobs across our busi­ness. We con­tin­ue to take action to address any gaps and to make sure our poli­cies and prac­tices are fair. 

The Col­lege has in place a num­ber of mea­sures to help address the gen­der pay gap, including:

  • Flex­i­ble Work­ing – part time, term time only, hybrid working 
  • Café Con­nec­tions — includ­ing menopause, car­ers and new parents 
  • Lead­er­ship Pro­gramme Development 
  • Coach­ing and men­tor­ing sup­port for leaders 
  • Men­tor­ing for ELT 
  • Enhanced Mater­ni­ty / Pater­ni­ty / Adop­tion Pay 

The Col­lege con­tin­ues to employ a large num­ber of part time staff, around 47% of the work­force is part time, and cur­rent­ly around 77% of these part time employ­ees are women. It remains that women in par­tic­u­lar look for flex­i­bil­i­ty in their work arrange­ments and are often drawn to organ­i­sa­tions offer­ing part-time work­ing. This may be due to car­ing or oth­er respon­si­bil­i­ties. The Col­lege has an age­ing work­force and employ­ees may con­sid­er their options regard­ing work­ing towards retire­ment and look for oppor­tu­ni­ties to work more flex­i­bly, in par­tic­u­lar if they have car­ing respon­si­bil­i­ties. Around 34% of part time staff are aged over 55, a decrease of around 2% from last year’s report.

The col­lege sees flex­i­ble work­ing as an enabler to retain­ing skills in the work­place, and the Covid pan­dem­ic has giv­en rise to fur­ther oppor­tu­ni­ties for this, there has been a hybrid mod­el of work­ing imple­ment­ed, and con­sid­er­a­tion giv­en to how jobs can be under­tak­en flexibly.

Nottingham College Gender Pay Gap results at 31 March 2021

  • The mean gen­der pay gap was 10.6%
  • The medi­an gen­der pay gap was 0.1%
  • There were no bonus payments 

Pay Quartiles

Table 1: Per­cent­age of males and females by pay quar­tile at Not­ting­ham Col­lege as at 31st March 2021
Quar­tile Males Females Descrip­tion
Quar­tile: 1 (low­est) Males: 29% Females: 71% Descrip­tion: Includes all employ­ees whose stan­dard hourly rate places them at or below the low­er quartile
Quar­tile: 2 Males: 33% Females: 67% Descrip­tion: Includes all employ­ees whose stan­dard hourly rate places them above the low­er quar­tile but at or below the median
Quar­tile: 3 Males: 37% Females: 63% Descrip­tion: Includes all employ­ees whose stan­dard hourly rate places them above the medi­an but at or below the upper quartile
Quar­tile: 4 (high­est) Males: 48% Females: 52% Descrip­tion: Includes all employ­ees whose stan­dard hourly rate places them above the upper quartile

Prior Consultation and Key Issues

The major­i­ty of organ­i­sa­tions report hav­ing a gen­der pay gap. In terms of the col­lege, our analy­sis shows a mean gap of 10.6%, this is 2.5% high­er than the last report­ing peri­od (8.1%) to 31 March 2020. Con­verse­ly the medi­an gen­der pay has decreased by 7.5% from 8.6% to 0.1%.

The College’s work­force is pre­dom­i­nant­ly female, on the snap­shot date of 31st March 2021 used for gen­der pay gap report­ing, 63% of staff were female. At Not­ting­ham Col­lege females are in the major­i­ty across all quar­tiles. There have been changes in the top two quar­tiles, of 6% in quar­tile three and 8% in quar­tile four.

Conclusion

Not­ting­ham Col­lege has a greater pro­por­tion of female staff com­pared to male staff in the low­er quar­tiles. Many of these roles are part time and are tra­di­tion­al­ly occu­pied by women. It is for this rea­son that the aver­age pay for male employ­ees is high­er than the aver­age pay for female employees. 

Not­ting­ham Col­lege has more female staff employed across all quar­tiles which illus­trates that oppor­tu­ni­ties are avail­able to both males and females. 

Not­ting­ham Col­lege is com­mit­ted to mon­i­tor­ing the pro­file of males and females with­in the low­er quar­tile and the College’s Equal­i­ty, Diver­si­ty and Inclu­sion Com­mit­tee will look for oppor­tu­ni­ties to address the gen­der pay gap on an on-going basis. 

We are con­fi­dent that men and women are paid equal­ly for doing equiv­a­lent jobs across our busi­ness. We con­tin­ue to take action to address any gaps and to make sure our poli­cies and prac­tices are fair.

You can read pre­vi­ous Gen­der Pay Gap State­ments here.