Pay gap reports

The university publishes its gender and ethnicity pay gaps annually, illustrating the difference in average pay between groups of staff regardless of grade or level they work at.

A pay gap is different to the concept of equal pay. Equal pay is based on the pay differences between two groups of people who carry out the same jobs, similar jobs or work of equal value. For the university, equal value is defined and measured by each of our current staff levels (1-7). It is unlawful to pay people unequally because of their gender.

Gender pay legislation requires employers with 250 or more employees to publish annual data clearly demonstrating how large the pay gap is between their male and female employees. The University of Nottingham is covered by, and fully complies with, public sector regulations. The legislation is based on a snapshot of pay at the census date of 31 March for the relevant reporting year.

In 2021, we started reporting on our ethnicity pay gap. This is not required by legislation, but we use the same calculations as required by the gender pay gap legislation.

In 2020 we introduced institution-wide measures with the aim of mitigating the impact of the Covid-19 pandemic on the university. This included voluntary redundancy and severance schemes, and recruitment freezes, and the Nottingham Reward Scheme – which impacts bonus data – was paused.

Equality Impact Assessments were completed for all of these measures to ensure those with protected characteristics were not unequally or unfairlyimpacted by the actions.

The six calculations

  1. The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
  2. The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
  3. The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees
  4. The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees
  5. The proportions of male and female relevant employees who were paid bonus pay
  6. The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.

These calculations make use of two types of averages: A mean is the difference between the average hourly earnings of two different groups of staff.

A median is the difference between the midpoints in the ranges of hourly earnings of two different groups of staff.

It takes all salaries in the sample, lines them up in order from lowest to highest, and picks the middle salary. This measure is not affected by outliers at the top or bottom of the range.