KEELE . AC . UK | 5
Understanding our gender pay gap
OUR DATA & ANALYSIS
Based on hourly rate of ordinary and bonus pay , with the variance from 2019 in brackets :
20.4 %
( -2.2 %)
%
27.6 %
( -0.0 %)
%
Mean Gender Pay Gap
Median Gender Pay Gap
Proportion of men and women in each quartile of the pay structure
1st Quartile |
2nd Quartile |
3rd Quartile |
4th Quartile |
|
71.3 %
(+ 0.94 %) FEMALE
28.7 % MALE
|
65.87 % (+ 0.31 %) FEMALE
34.13 % MALE
|
64.95 % (+ 0.37 %) FEMALE
35.05 % MALE
|
50.51 % (+ 0.07 %) FEMALE
49.49 % MALE
|
Overall , 63 % of our workforce is female , higher than the sector figure of 54 % female . We employ more women but our gender pay gap is in favour of men . This is due to the types of roles that women are undertaking and is reflected above , with higher proportions of women in the first and second pay quartiles . Women comprise 50.5 % of the top pay quartile , a significantly lower proportion compared to their representation across the whole institution .
Our EDI Oversight Group and Executive Committee have received an analysis of the data and noted that there is no single factor that has led to the reduction of the gap since the last reporting period . There has been a reduction in the mean GPG for every staff group , with the exception of the Administrative & Technical job family , which has increased due to an imbalance of leavers ; proportionally more women left the group who were paid at a higher average salary .