Gender and ethnicity bonus data

Bonus payments information
 MaleFemaleWhiteBAME
% of staff receiving a bonus 9.1% 7% 8.6% 5.6%
Difference   2.1%   3%

 

Bonus payments details
 Mean bonus (inc CEA)Median bonus (inc CEA)Mean bonus (exc CEA)Median bonus (exc CEA)
Gender 85.2% 38% 18% 38.5%
Ethnicity  -126% -150% -20.1% -58.8%

 

Gender

The percentage of all staff receiving a bonus has reduced (from 28.4% to 16.1%) compared to 2020. Unusually high figures were reported in 2020 as the reporting period covered a legacy bonus scheme (PDPR) as well as the new Nottingham Reward Scheme payments.

More men (2%) received a bonus compared to women during the 2021 reporting period and this figure reduces to 0.9% when you remove Clinical Excellence Awards (CEA).

The results of the bonus pay gaps are significantly influenced by the Clinical Excellence Awards (CEA). CEAs are a National Health Service (NHS) award. Local award schemes are managed by individual NHS employers, with national awards managed by the Advisory Committee on Clinical Excellence Awards Trust. The university does not control the CEA schemes.

The majority of Clinical Academic staff employed at the university are men, and so CEAs have a disproportionate impact on the overall bonus gap.

The data shows bonus pay gaps with and without CEAs, this shows the gap in relation to bonus awards the university can directly control. Without the CEAs our mean bonus pay gap has reduced from 85% to 18%.

Comparing the 2021 gender pay gap to 2020, our overall university mean bonus gap has increased to 85.2% but our median bonus gap has reduced to 38%.

This was impacted by measures we put in place due to Covid-19. CEAs were not paused, are of higher value and paid to more men compared to in-house reward schemes. This increased the mean bonus gap.

Without the CEAs our mean bonus gap decreased compared to 2020. This is partly due to a change in methodology in the way we exclude the CEAs from the calculations.

Previously we excluded the awards based on the staff member’s job family. We now exclude based on the type of award. This means all CEAs are excluded - including those which may sometimes be given to those outside the Clinical Academic job family. The figures excluding CEAs are for information purposes only and do not form part of our legal reporting obligation.

Ethnicity

The results of the bonus pay gaps are also significantly influenced by the Clinical Excellence Awards (CEA). 

Unlike the gender bonus gap the CEA has a positive impact on the University’s ethnicity bonus gap. The majority of Clinical Academic staff receiving a bonus were in the BAME group. The percentage of white staff receiving a bonus is 8.6% compared to BAME staff 5.6%. The percentage of staff receiving a bonus, when compared to the 2020 figures, is overall lower due to the 2020 data being inflated as that reporting year covered a legacy bonus scheme (PDPR) as well as the new Nottingham Reward Scheme.

The table shows bonus pay gaps with and without the CEA. At University level our median ethnicity bonus pay gap is -150% and mean ethnicity bonus gap is -126% indicating a gap in favour of BAME staff. Without the CEA our mean bonus pay gap has reduces to –20.1% and the median reduces to –58.8%.