UNIVERSITY OF EXETER
EQUAL PAY AUDIT 2014
Introduction
1. The 2014 Equal Pay Audit uses snapshot data from March 2014. Appendix 1 summarises the way in which the audit is conducted and the equal pay gap calculated.
2.
3.
Following the practice of early equal pay audits, the 2014 analysis has been carried out on the following protected characteristics covered by the Equality Act:
•
Gender
•
Ethnicity
•
Disability
Table 1 gives an overview of staff numbers in each job family and by grade for the protected characteristics of gender, ethnicity, disability.
4.
5.
Employee data on gender, ethnicity and disability is drawn from the University’s HR database, iTrent. The University recruits most of its new appointments through iTrent’s eRecruitment module and applicants are encouraged to enter this information with their online application to enable equality and diversity recruitment monitoring. All employees are encouraged to keep their personal details up to date in iTrent Employee Self Service.
This is the first equal pay audit since the introduction of the Living Wage in January 2014, when Grade A was deleted and the modified Grade B became the lowest grade in the
University’s pay scale. Approximately two-thirds of the employees who benefited from this were female.
6. The University has conducted equal pay audits each year since 2007. Appendix 2 gives comparable data for each Protected Characteristic at grade level for the most recent equal pay audits (undertaken in 2011 – 2014).
Executive Summary
7. The 2014 Equal Pay Audit shows that there are no significant pay gaps by grade for the three protected characteristics covered in the review, with the exception of ethnicity for
Professors, where there is a white favoured pay gap of 6.5%. Further analysis shows that part of the reason for this is the unequal distribution of Professors of BME ethnicity between disciplines, together with the fact that only 5% of Professors are Black Minority Ethnicity.
The Professorial and Senior Salaries Committee will continue to monitor the pay gap of
Professors as part of its annual review of Professorial pay.
Gender Pay Gap
8. There are no significant - or approaching significant - pay gaps between males or females within Grades B to H or at SAO level
1
(Table 2).
9. Previous years’ equal pay audits have shown male-favoured pay gaps in Grade B. The reason for this pay gap has been the disproportionate number of men who are paid night or day shift allowance compared to women. The 2013 equal pay audit noted that this pay gap had been eliminated and this remains the case in the 2014 audit. Despite this, there continues to be a significant disparity between numbers of males and females in receipt of day/night shift allowances, with 90% of those paid the allowance at Grade B being male.
Campus Services managers should continue to be encouraged to attract more women to such roles. (There has been an increase of 2 since the 2012 audit.)
1
SAO is an abbreviation of “Senior Administrative Officer” which is the name given to the grade of senior managers paid above grade H. The remuneration of these staff is governed by the
Professorial and Senior Salaries Committee and Remuneration Committee. They are, in summary, the Professional Services equivalent of Professors.

10. Analysed by College, the only significant gender pay gap for Professors (Table 6) in the
2014 audit is a male favoured pay gap of 8.1% in the Business School. The median length of service for male Professors in the Business School is 9 years and 6 months while the median length of service for female Professors is significantly lower, at 3 years and 6 months, which suggests that time in grade may be a reason. Comparable data is not available for previous years since there were too few female Professors to make an analysis.
In 2014, the College of Engineering, Mathematics and Physical Sciences is the only
College where there are too few female Professors to make analyse the gender pay gap.
The 2012 audit indicated a male favoured pay gap of 7.1% in the College of Social
Sciences and International Studies, which increased to 13.2% in 2013. The 2014 audit indicates that there is no longer a significant pay gap within this College.
In 2012 there was a 6.4% male favoured pay gap in the College of Life and Environmental
Sciences. This reduced significantly in 2013 and remains insignificant in the 2014 audit.
The 2013 equal pay audit identified a male favoured pay gap of 8.9% in the College of
Humanities but in 2014 there is no longer a significant pay gap between the genders.
11. Taking all Professors together, there is a small male favoured pay gap of 2.5%. Professorial salaries are determined by the Professorial and Senior Salaries Committee which carefully reviews the pay gap between female and male Professors in each College and considers equality issues within its annual review of Professorial remuneration.
Ethnicity Pay Gap by Grade
12. The 2014 equal pay audit had found no significant pay gaps between white and BME
2
employees within Grades B to H (Table 3)
3
.
13. The 2012 equal pay audit identified a white-favoured pay gap of 5.6% for Grade C. It was noted that Grade C is a long grade with 6 normal progression points and 5 contribution points, and that the pay gap was mainly attributable to the fact that white staff have longer service and have progressed further through the grade. Therefore, it was expected that with time, new staff will progress through the grade, reducing the pay gap. Subsequent equal pay audits suggest this was the case. The 2013 equal pay audit revealed there to be no significant pay gaps between white and BME employees within the grades. This continues to be the case in 2014.
14. With the exception of the College of Engineering, Mathematics and Physical Sciences
(where there was no significant pay gap), it has not been possible to analyse the pay gap for Professors by ethnicity at College level due to the low number of BME Professors employed in each College (Table 7).
15. Taking all Professors together, there is a white favoured pay gap of 6.5%. Analysis reveals that white Professors have a median length of service of 8 years and 2 months, whereas for
BME Professors it is just over 5 years, which suggests that time in grade may be one of the reasons. Additionally, 10 of the 14 BME Professors are in the College of Engineering,
Mathematics and Physical Sciences and the pay of the median pay of all the Professors in the College of Engineering, Mathematics and Physical Sciences is 5.0% lower than the
2
The ethnicity categories recorded in the University’s HR database are those used by (and reported to) HESA in the annual staff return – there is a single “White” category. For the purposes of the equal pay audit, employees declaring their ethnicity in any of the following categories are grouped together as “Black Minority Ethnicity” (BME): Black or Black British – Caribbean, Black or Black British –
African, Other Black background, Asian or Asian British – Indian, Asian or Asian British – Pakistani,
Asian or Asian British – Bangladeshi, Chinese, Other Asian background, Mixed - White and Black
Caribbean, Mixed - White and Black African, Mixed - White and Asian, Other mixed background,
Arab, Other ethnic background.
3
5% of staff have their ethnicity recorded as Not known or Information refused. These are excluded from the analysis of pay gap by declared ethnicity.

median pay for all Professors employed by the University. The combination of these two factors may also have contributed to the 6.5% ethnicity pay gap at Professorial level.
Disability Pay Gap by Grade
16. The 2014 equal pay audit reveals there are no significant pay gaps between disabled staff and staff who have not declared a disability within Grades B to H (Table 4).
17. A pay gap at Grade E in favour of staff who have not declared a disability reduced from
6.1% in 2012 to 4.2% in 2013. The 2014 equal pay audit reveals that this gap has been further reduced to 2.2%.
18. The 2013 equal pay audit indicated a continued disabled-favoured pay gap at Grade B. It was noted in 2013 that 4 out of the 7 staff with disabilities are paid a shift allowance. The view of the University management is that the payment of an allowance for working unsocial hours is objectively justifiable due to the nature of the working arrangement and is not related to whether or not an employee has a disability. In 2014 there is no pay gap between disabled staff and staff who have not declared a disability at Grade B. This is likely to have been a result of the University of Exeter implementing the Living Wage in January
2014, which saw the merging of Grade A and B. As a result, only 19% of staff with a declared disability in the new Grade B receive a shift allowance, compared to the 57% in
2013.
19. It has not been possible to conduct an analysis by disability for Professors – either by
College or at University level - due to the low numbers who have declared that they are disabled (Table 7). The low representation of disabled people in the Professoriate is an area of concern which will continue to be monitored.
Merit Pay
20. Appendix 3 shows the outcomes, by protected characteristic, of decisions made by merit panels in Colleges and Services in 2013 and 2014, with comparative data for 2010, 2011 and 2012. In 2013, only contribution points were awarded as the merit scheme was suspended. In 2014, merit panels in Colleges and Services were required to take account of performance in both 2012/13 (when the merit scheme was suspended) and 2013/14.
2014 was the final year of the merit pay scheme and revised arrangements will be introduced in 2015.
Andrew Johnson
HR Services
1
2
3
N:\Equality and Diversity\Equal Pay Audits\Equal Pay Audit 2014\Equal Pay Audit Report 2014_revised
030215_FINAL.docx
Appendices
Parameters of equal pay audits at the University of Exeter
Comparable data for equal pay audits 2009 – 2014
Analysis of Outcomes of Merit Panels 2013 and 2014 Protected Characteristic (with comparative data for 2009 – 2013)
Summary of Tables
1. overview of staff numbers in each job family and by grade for the protected characteristics of gender, ethnicity, disability
2. Pay Gap for gender by grade
3. Pay Gap for ethnicity by grade
4. Pay Gap for disability by grade
5. Pay Gap by gender for Professors
6. Pay Gap by ethnicity for Professors
7. Pay Gap by disability for Professors

Appendix 1
Parameters of equal pay audits at the University of Exeter a) The University’s equal pay audits are undertaken with due regard to the JNCHES revised
Equal Pay Review Guidance (November 2013).
Calculation of Pay Gap b) The JNCHES Equal Pay Review Guidance November 2013 explains that ‘A pay gap describes the difference between the pay of men compared to the pay of women, or between the pay of those in other equality groups. It is determined by calculating the average pay of one group as a percentage of the average pay of another. Thus, the pay gap between men and women would be 18 per cent when women’s pay is 82 per cent of men’s. The individual pay gap is the percentage difference between the pay of an individual and the pay received by a person of the opposite sex, or likewise between the pay of members of other equality groups.
In other words:
Pay Gap = 100*(1-(M/F)), where M=median male total earnings (FTE salary and allowances) F= median female salary (FTE salary and allowances)
A pay gap of 5% or greater is considered a concern which requires further investigation. c) A negative figure indicates that the pay gap is (for example) male favoured or white favoured; a positive figure that the pay gap is (for example) female favoured, BME favoured or disabled favoured. d) After consideration of the outcomes of the New JNCHES Equality Working Group
4
, since 2013
equal pay audits have been based on median salary rather than mean. The University accepts the reasoning of the Office of National Statistics (quoted in the Overview Report of the Working
Group) that “the median is the more useful measure since it is not affected by small numbers of high earners which can have a significant and potentially distortive effect on the mean”. e) The 2014 equal pay audit has been conducted using a ‘total pay’ figure, including contractual remuneration for basic salary plus any contractual permanent allowances. The allowances included are: Protection, Market Supplement, Split Duty, Standby, Marie Curie, Day (Shift) and
Night (Shift), Tree Surgeon, Tree Ground Worker, Property Services Managers and any other contractual allowances applicable to individuals. The University considers that it is more appropriate to examine total contractual remuneration as this is the actual amount which individuals receive. Ad hoc, bonuses and claimable payments and temporary allowances are not included. f) The pay gap has been analysed for each grade so that the remuneration of staff in jobs of equal value are being compared. The University does not consider it appropriate to conduct a pay gap analysis at University level since this does not compare jobs of equal value. Rather it indicates inequalities in the distribution of employees with protected characteristics between grades rather than inequality within grades. The numbers and percentages of employees with each protected characteristics is monitored by the University and published at http://www.exeter.ac.uk/staff/equality/equalitydata/
Scope g) Staff with more than one contract are counted as separate people. h) Following the practice of early equal pay audits, the 2014 analysis has been carried out on the following protected characteristics covered by the Equality Act: Gender, Ethnicity and
Disability. Most other Russell Group Universities have also concentrated on these protected characteristics in their equal pay audits. i) The data held by the University on sexual orientation (only 14% of staff have declared their sexual orientation), religion and belief (only 26.5% have declared their religion/belief), gender reassignment and marriage /civil partnership means that it is not possible to analyse pay gap at grade level for these protected characteristics. Earlier analysis of pay gap by age shows (as
4 http://www.ucea.ac.uk/en/empres/epl/eandd/pay/index.cfm

would be expected given the incremental and hierarchical nature of the University’s payscales) that there is a correlation between age and remuneration. Analysis shows that employees taking maternity leave are not paid less than employees who do not take maternity leave within the same grade. The JNCHES Guidance does not include the protected characteristics of recommends pregnancy/maternity, gender reassignment or marriage /civil partnership within its recommendations on equal pay reviews. j) The numbers and percentages of employees with each protected characteristics is monitored by the University and published at http://www.exeter.ac.uk/staff/equality/equalitydata/ k) Although the JNCHES Guidance recommends that equal pay reviews should analyse
‘inequities arising because of… differing contractual arrangements’ – ie full/part-time working and fixed-term/open-ended employment – it should be noted that these are not a Protected
Characteristics covered by the Equality Act. They are not included in this analysis.
Excluded data l) Although the JNCHES Guidance provided by does not suggest a minimum number of people to make the data meaningful, it is difficult to make any meaningful conclusions from a sample smaller than 5. There are also data protection concerns with small samples which may lead to individual employees being identified. Consequently, no information is provided where the sample size is smaller than 5. This is consistent with the approach taken by HESA in its release of institutional data. It is noted however, that the low numbers themselves are an issue that the University may need to address. m) The University has decided to exclude clinical members of staff on NHS pay bands (since their pay is determined by the NHS rather than the University and the numbers in each grade are small). Additionally, two members of staff on zero hour contracts and ‘Apprentice’ members of staff were excluded from analyses. Individuals engaged by the University on a casual basis and postgraduate students employed as Postgraduate Teaching Assistants are also excluded.

Table 1: Staff numbers by job family
Education & Research (Teaching and Research)
Total Male Female White BME
Ethnicity not known
Not disabled
Disabled
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
Prof/SAO
Table 1, continued
239
257
101
260
127
144
71
211
112
113
30
49
190
210
92
218
40
23
5
14
9
24
4
28
232
8
100
257
7
249
1
3
Research
Total Male Female White BME
Ethnicity not known
Not disabled
Disabled
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
Prof/SAO
Table 1, continued
337
207
49
2
186
94
35
1
151
113
14
1
254
166
46
2
55
26
1
0
28
15
2
0
332
202
49
2
5
5
0
0
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
Prof/SAO
Total
422
450
568
825
993
547
156
289
4250
Male
186
165
174
360
474
288
99
230
1976
46%
All University Employees
Female White BME
Ethnicity not known
236
285
396
465
519
259
57
59
2276
54%
386
414
537
703
858
483
142
244
3767
89%
6
14
265
82
85
31
15
17
15
6%
8
31
220
40
50
33
21
19
18
5%
Not disabled
Disabled
397
426
533
415
586
289
150
286
3082
73%
410
407
258
25
24
37
6
3
1170
28%
Total
67
127
63
11
Tota
1
422
450
568
421
420
178
42
28 l
Male
15
63
28
6
1
Male
186
165
174
159
190
81
21
18
Education & Scholarship (Teaching Only)
Female
52
64
35
5
0
Female
236
285
396
262
230
97
21
10
White
58
106
53
11
1
BME
Ethnicity not known
Not disabled
Disabled
7
8
5
0
0
2
13
5
0
0
66
125
60
9
1
Professional Services
White
386
414
537
391
396
174
37
25
BME
Ethnicity not known
Not disabled
Disabled
15
17
15
20
11
2
1
0
21
19
18
10
13
2
4
3
397
426
533
17
27
172
39
28
25
24
37
404
393
6
3
0
If less than 5 in category, shown as blank
3
2
0
1
2

Table 2: Pay Gap by Gender by Grade
Number. Males
Number.
Females
Median pay -
Males
Median pay -
Females
Median Pay
Gap (with
Allowances)%
Grade B
Grade C
Grade D
Grade E
Grade F
186
165
174
360
474
236
285
396
465
519
14520
16706
20972
27318
36117
Grade G
Grade H
Professors
288
99
209
259
57
48
46401
55375
79,164
SAO 21 11 93425
Negative figure = Male favoured; Positive figure = Female favoured
14520
16706
20972
27318
35597
46401
55375
77,265
91963
-1.5
0
0
-2.5
-1.6
0
0
0
0
Table 3: Pay Gap by Ethnicity by Grade
Number white Number BME
Median pay -
White ethnicity
Median pay -
BME Ethnicity
Median Pay
Gap (with
Allowances)%
Grade B
Grade C
Grade D
Grade E
Grade F
386
414
537
703
858
15
17
15
82
85
14520
16706
20972
27318
35597
Grade G
Grade H
483
142
31
6
46401
55375
Professors 215 14 79000
SAO 29 0 93425
(Excludes staff where ethnicity is Not known or Information not provided .)
Negative figure = White favoured; Positive figure = BME favoured
If less than 5 in category, shown as blank
14520
16252
20972
26741
35597
46401
55375
74212
0
-2.8
0
-2.2
0
0
0
-6.5
Table 4: Pay Gap by Disability by Grade
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
Professor
Number not disabled
397
426
534
802
952
530
150
254
Number disabled
25
Median pay -
Staff not disabled
14520
Median pay - staff disabled
14520
Median Pay
Gap (with
Allowances)%
0
24
36
23
41
17
6
3
16706
20972
27318
35597
46401
55375
78664
16252
20972
26741
36661
45054
56204
-2.8
0
-2.2
2.9
-3.0
1.5
SAO 32 0 92963
(Staff who have not declared a disability or where disability information is not recorded are included under "not disabled".)
Negative figure = No disability favoured; Positive figure = Disability favoured
If less than 5 in category, shown as blank

Table 6: Analysis for Professors - Gender
Gender - Median Salary
Business School
Engineering, Mathematics & Physical Sciences*
Humanities
Life & Environmental Sciences
Medical School
Social Sciences & International Studies
All Professors**
Negative figure = Male favoured; Positive figure =
Female favoured
If less than 5 in category, shown as blank
No
Males
27
56
37
46
13
30
209
No
Females
5
3
12
11
5
12
48
Male
Median £
101,000
74,212
70,700
78,890
85,850
79,438
79,164
Female
Median
£
93,425
68,680
75,750
88,375
77,265
77,265
Pay Gap
(%)
-8.11
-2.94
-4.15
2.86
-2.81
-2.46
Table 7: Analysis for Professors - Ethnicity
Ethnicity - Median Salary
Business School*
Engineering, Mathematics & Physical Sciences
Humanities*
Life & Environmental Sciences*
Medical School*
Social Sciences & International Studies*
No
White No BME
25
43
2
10
44
50
17
36
1
1
White
Median £
101,000
75,000
71,205
78,890
90,900
78,780
79,000
BME
Median
£
74,212
74,212
Pay Gap
(%)
-1.06
-6.45 All Professors 215 14
(Excludes staff where ethnicity is Not known or Information not provided.)
Negative figure = White favoured; Positive figure = BME favoured
If less than 5 in category, shown as blank
Table 8: Analysis for Professors - Disability
Disability - Median Salary
Num ber
Decl ared
Disa bled
No Not
Disabled
Business School*
Engineering, Mathematics & Physical Sciences*
Humanities*
Life & Environmental Sciences*
1
1
31
59
48
56
Disabled
Median £
Not
Disabled
Median
£
101,000
75,000
70,700
78,000
Pay Gap
(%)
Medical School*
Social Sciences & International Studies*
1 17
42
85,850
78,428
All Professors* 3 253
(Staff who have not declared a disability or where disability information is not recorded are included under "not disabled".)
If less than 5 in category, shown as blank
NOTE: A pay gap of 5% or greater is considered a concern which requires further investigation.
* Although JNCHES does not offer advice on sample size, the University has decided that where there are less than 5 people in a group, the sample size is too small to make the data meaningful and so a % is not to be included in the Pay Gap columns. It is noted however, that the low numbers themselves are an issue that the University may need to address
Staff with more than one contract are counted as separate people

Appendix 2
Comparable data for equal pay audits 2011 – 2014
Table A: Gender
2014 2013 2012 2011
Grade A
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
SAO
186
165
174
360
474
288
99
21
236
285
396
465
519
259
57
11
0.00
0.00
0.00
0.00
-1.46
0.00
0.00
-1.59
Negative figure = Male favoured; Positive figure = Female favoured
99
83
152
162
346
425
277
87
197
40
285
363
448
466
254
42
0.00
0.00
0.00
0.00
-2.16
0.00
0.00
1.47
100
85
129
164
295
386
264
92
207
37
282
299
394
435
229
39
0.00
-10.74
0.00
-4.51
-1.07
-2.99
0.00
2.91
98
80
115
140
271
366
245
94
212
38
264
267
347
389
218
36
-0.15
-2.09
2.35
-4.60
0.40
-1.31
-1.50
1.89
-3.03
-9.00
0.70
-4.49
-0.95
-1.82
-1.08
2.65

Table B: Ethnicity
2014 2013 2012 2010
Grade A
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
386
414
537
703
858
483
142
15
17
15
82
85
31
6
0.00
-2.79
0.00
-2.16
0.00
0.00
0.00
267
120
407
486
683
782
468
229
Professors
SAO
215
29
14
0
-6.45
(Excludes staff where ethnicity is Not known or Information not provided .)
Negative figure = White favoured; Positive figure = BME favoured
If less than 5 in category, shown as blank
11
1
11
15
78
72
29
7
0.00
0.00
0.02
-1.06
0.00
0.00
0.00
275
116
379
434
598
725
435
116
15
2
15
15
60
66
30
7
0.28
0.23
276
115
-5.63 351
-4.47 387
-1.07 542
-2.98 673
1.47 409
0.00 113
17
0
14
9
43
54
30
6
-0.41
-4.58
-7.06
-0.18
-1.43
4.82
-5.08
0.40
-4.57
-3.29
-0.79
-1.43
4.47
-5.81

Table C: Disability
2014 2013 2012 2011
Grade A
Grade B
Grade C
Grade D
Grade E
Grade F
Grade G
Grade H
Professor
SAO
397
426
534
802
952
530
150
254
32
25
24
36
23
41
17
6
3
0
0.00
-2.79
0.00
-2.16
2.90
-2.99
1.47
277
116
414
499
770
857
519
124 3
19
7
23
24
24
34
12
0.00
9.71
-1.37
2.89
-4.07
2.90
0.00
285
115
398
441
664
794
479
129
22
7
14
22
25
27
14
2
(Staff who have not declared a disability or where disability information is not recorded are included under "not disabled".)
Negative figure = No disability favoured; Positive figure = Disability favoured
If less than 5 in category, shown as blank
0.00
9.71
286
111
0.08 358
0.04 391
-6.05 598
24
7
19
16
19
2.90 729
-1.47 450
0.00 127
26
13
3
0.27
1.01
2.04
4.21
-0.44
3.58
-3.43
-0.51
9.16
1.82
3.57
-0.98
1.63
-3.80