Race Pay Gap

Developing a truly inclusive environment in which we can all succeed underpins everything that we do at º¬Ðß²ÝÊÓƵ. Becoming an anti-racist organisation is fundamental to our success.

The gap itself is the percentage difference (mean and median) between average hourly earnings for white and Black, Asian and minority ethnic (BAME) employees.

We acknowledge that presenting the race pay gap as a binary comparison between BAME and white staff does not acknowledge the gaps that might be present between people of different races and ethnicities. To combat challenges with small numbers and to act consistently with the binary approach dictated by the government for the gender pay gap, a decision has been taken to present the data in this way at this time. This will be kept under review.

We recognise that reducing our race pay gap will take time. However, we are committed to change and are confident that the progression of actions associated with the Race Equality Charter (REC) action plan and the wider º¬Ðß²ÝÊÓƵ Race Equity Strategy, will allow us to reduce this gap and achieve increased balance across all levels of our organisation.

The race pay gap shows the difference in pay between white employees and BAME employees in the workforce expressed as a percentage of white employees’ earnings.

There is currently no mandatory reporting duty in respect of the race pay gap; however, in the interests of openness and transparency, º¬Ðß²ÝÊÓƵ has chosen to monitor and report its race pay gap as a voluntary initiative.

It should be noted that the University employs a number of staff for whom their racialised group is unknown. This group amounts to 4.3% of the overall staff population and this group has been excluded from the race pay gap comparisons figures to ensure that the calculation is as representative and accurate as possible. Across the sector, the racialised group of 7.4% of university staff is unknown.

The race pay gap is not an indication of how much more white employees are earning than employees within the BAME categories who are doing the same work.  This concept is called equal pay.

There are several key factors that impact º¬Ðß²ÝÊÓƵ’s race pay gap.

A race equal pay audit took place in 2020 and will be repeated annually. Where any discrepancies are identified, the University undertakes thorough and robust analysis to understand and address any issues.