UNIVERSITY OF ESSEX
EQUAL PAY REVIEW 2007/08
Introduction
The JNCHES Pay Agreement 2006-09, included a strong recommendation that all HE institutions undertake an equal pay review within 12 months from the introduction of new pay structures arising out of the National Framework Agreement. After the initial review, it was also recommended that reviews should then be conducted on a periodic basis to audit pay structures and their impact.
Additionally, and as a matter of good practice, all employers should conduct pay reviews to show compliance with equality legislation covering gender, race, disability and age. Furthermore, reviews should also take into account those employees engaged on a part-time or fixed-term basis.
The general purpose of an equal pay review is to seek to establish whether there are significant pay gaps or disparities in a pay structure, and if so, the extent to which these can be objectively justified due to factors other than membership of particular equality groups or differing contractual arrangements.
The primary purposes of an equal pay review are to:

Establish whether there are pay inequalities arising because of gender, race, disability, sexual orientation, religion or belief, and age; and/or from differing contractual arrangements

Analyse in more detail the nature of any inequities

Analyse the factors creating inequities and diagnose the cause or causes

Determine what action is required to deal with any unjustified inequities revealed by the analysis and diagnosis
Benefits
The perceived benefits arising from conducting an equal pay review are that it will enable the
University to:
 Highlight areas for concern relating to equal pay

Enable causes of inequality to be recognised
 Take action/s required to fulfil legal obligations to deliver equal pay for work of equal value
 Develop and maintain a fair and equitable reward system, improve employee relations, and help to attract and retain good quality staff
 Meet statutory obligations to promote equal pay (under the gender equality duty)
 Demonstrate progress in relation to providing equal pay and equal opportunity across the work force.
Focus of the Review
The Review at Essex uses base salary data taken from the Personnel records database at April 2007, and will concentrate on the identification of possible inequalities relating to gender, racial origin, and disability. Attention will also be focussed on part-time staff, and the review will cover staff in senior posts at Grade 11 (the professorial scale).
The introduction at 1 August 2006 of a common pay spine and a new Essex grading structure (underpinned by HERA job evaluation), consolidated nearly all staff into 11 grades, and enabled meaningful comparisons to be made across and within all grades of staff. Comparisons are also now possible on a
1

“job family” basis. The main mode of analysis in this review will be the use of a “pay gap” report.
This report will be used on all data in the review and will give pay comparisons between women and men by grade, and by overall staff grouping. Data extracted from the database will focus on
Grade/Pay/Racial Group/Disability and Hours worked (full-time or part-time). The reports set out in tabular form below will indicate the percentage value of any pay gaps. This is shown as a -% if females are paid less than males and a +% if females are paid more than males. There are 3 main Pay
Gap Reports used in this review, as follows:
1) All Staff, by Gender
Full-time Staff only, by Gender
Part-time staff only, by Gender
All Staff-by Staff Group and Gender
2) Disability by composite
3) Race by ethnic group
It should be noted that the perceived wisdom on the analysis of this type of data is that investigation and concern should centre on pay gap % differences of more than 5%.
4
5
6
7
Pay Gap Report-All Staff
Grade Female
1
2
3
8
9
10
Numbers
176
55
55
139
115
55
54
158
123
46
11 37
Totals 1013
Female Total
Average Pay
£12,017
£13,187
£14,456
£16,896
£19,497
£23,297
£25,879
£30,065
£37,421
£45,604
£59,450
Male
Numbers
64
8
13
43
45
27
53
122
141
123
135
774
Male Total
Average Pay
£12,117
£12,858
£14,665
£17,232
£19,728
£23,363
£26,218
£30,088
£38,229
£46,503
£63,036
Total Staff-Male and Female
On Grade
240
63
68
182
160
82
107
280
264
169
172
1787
Pay
Gap
-1%
+3%
-1%
-2%
-1%
0%
-1%
0%
-2%
-2%
-6%
The above table is a pay gap report on a head-count basis by gender and shows no real areas of concern at each grade level apart from at Grade 11. This senior grade covers professorial staff and senior members of support staff and highlights a known issue at Essex relating to a lack of females at this level. However, it is notable that the pay gap at this grade is only 6% which is just outside the tolerance zone for investigation. As this is the first time salaries at Essex have been reviewed in this way then there is no historical data collected to make comparisons with earlier years. However, it is almost certainly the case that the pay gap at this level has been closing for a number of years and is now heading in the right direction, with a fair chance that the gap will fall below 5% in the next 2/3 years. This view is based on the fact that the University’s target of increasing the number of women in professorial grades to 16% by June 2006 (from 14% in 2003/04) has been exceeded with women being
17% of this grade in 2005 and 18% in 2006. This increase in numbers will, in time, help to reduce the pay gap at this grade below 5%. It is the case, however, that we should not be complacent in relation to this matter and should continue to focus on this grade as a matter of priority in relation to target setting for improvement.
2

1
2
3
4
5
6
7
The other area of concern arising from the above table is one common to society as a whole and reflects to some extent the occupational distribution of women within the workforce. Accordingly, it is clear that there are many more women than men in the lower half of the Essex pay structure. This is true up to Grade 6, and from Grade 7 upward the gender balance on the grades is more even, with males dominating Grades 10 and 11-the most senior grades. Once again it is hoped that the
University’s goal of increasing the numbers of women at Senior Lecturer/Reader level (Grade 10) as well as Professorial level (Grade 11) will lead, in the near future, to a more even distribution of gender at the highest grades. Although there is a general concern about the distribution of females as against males in the grading structure, it is important to note that the new structure under-pinned by the HERA job evaluation scheme does appear to be able to ensure that pay levels at each grade are fair and even and closer to a pay gap of 0% across most grades between the sexes on a simple headcount basis.
Pay Gap Report-Full-Time Staff
Grade Female
Numbers
Female Total
Average Pay
8
9
10
11
6
16
19
80
77
36
24
99
98
37
35
£12,205
£13,153
£14,694
£16,852
£19,589
£23,256
£25,749
£30,183
£37,495
£45,427
£59,884
Male
Numbers
29
4
10
42
41
25
38
105
126
112
109
Male Total
Average Pay
£12,270
£12,737
£14,746
£17,211
£19,692
£23,336
£26,355
£29,690
£38,085
£46,514
£62,508
Total Staff-Male and Female
On Grade
35
20
29
122
118
61
62
204
224
149
144
Pay
Gap
-1%
+3%
0%
-2%
-1%
0%
-2%
+1%
-2%
-2%
-4%
Totals 527 641 1168
The Pay Gap report by gender for full-time staff confirms that pay gaps at each grade between males and females is not a major issue of concern at Essex. It is also notable that once the part-time staff group is taken out of the table, then the pay gap at Grade 11 falls to 4%. This is because a small number of females employed on a part-time basis at Grade 11 distort the figure. The overall concerns about the distribution of women at the lower and higher ends of the grading structure remain, but it is the case that there are more full time men than women employed at Grade 1. The lower number of males in Grades 4, 5 and 6 is almost certainly explained by the fact that these grades are populated by ex-members of the clerical and secretarial staff who are largely a female dominated occupational group. One of the university’s targets is to increase the number of men in these grades.
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Pay Gap Report- Part-Time Staff
Grade Female
4
5
6
7
1
2
3
Numbers
170
39
36
59
38
19
30
8
9
59
25
10 9
Totals 484
Female Total
Average Pay
£12,010
£13,202
£14,500
£16,956
£19,309
£23,376
£25,983
£29,867
£37,130
£46,331
Male
Numbers
35
4
3
1
4
2
15
17
15
11
107
Male Total
Average Pay
£11,989
£12,979
£14,398
£18,125
£20,102
£23,692
£25,872
£30,874
£39,436
£46,391
Total Staff-Male and Female
On Grade
205
43
39
60
42
21
45
76
40
20
591
Pay
Gap
0%
+2%
+1%
-6%
-4%
-1%
0%
-3%
-6%
0%
The above Pay Gap Report for part-time staff clearly shows that part-time work is largely dominated by women at all levels. As mentioned above the very small number of females at Grade 11 means that the pay gap information is not meaningful and is not produced above both for this reason and to avoid identification of individual staff members. The small number of females at Grade 11 produces a skewed pay gap and is an area of concern, but it has a very likely explanation in the recent pattern of retirements within the University in the academic occupational groups, where for many years men have dominated the professorial grades. As these male role holders reach the threshold of retirement
(late 50’s and early 60’s) then retirement deals and re-engagement packages have skewed the part-time composition and gender balance of the workforce at Grade 11. Long serving and consequentially well paid Professors have tended to return after “retirement” on a part-time basis pushing pro rata salaries up and beyond any female part-time workers at this level. This is almost certainly a temporary feature of the grading structure at Essex, given that legislation may see retirement patterns changing and the fact than more full time females with salaries closer to males now populate more of Grade 11.
The general comments about the working pattern of women in society at large also hold for this table, and it is clear that Essex is to some extent a mirror of the outside world with many more women than men working on a part-time basis and mostly in lower paid roles. The challenge for Essex is the achievement of a more even gender balance throughout the grading structure, and particularly in relation to the employment of part-time staff.
The recent introduction of a formal flexible working policy at the university and a shift in attitudes and roles in the home and in relation to work/life balance may assist in providing some movement in the distribution of males and females in the grading structure but it is apparent that a major shift in this distribution will undoubtedly take a period of years to achieve.
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10
9
8
Pay Gap Report- All Staff by Staff Grouping
Grade Staff
Group
1 General
Support
Female
Numbers
176
Female
Total
Average
Pay
£12,017
2 52
£13,199
General
Support
Office
Support
3 £12,979
3 29 £14,428
4
General
Support
Office
Support
General
Support
26
22
£14,713
£16,597
Office
Support
117 £16,952
5 8
£19,218
General
Support
Office 107 £19,518
6
Support
General
Support
Office
Support
12
43
£23,242
£23,313
7 Research
Senior
Support
10
29
T/Fellow 15
Research 38
£25,463
£25,766
£26,207
£29,115
£30,310
Senior
Support
87
T/Fellow 33
Academic 54
£30,512
£36,541
£37,129
£38,608
Research 6
Senior 45
Support
T/Fellow 18
Academic 25
Research 2
Senior 16
Support
£37,193
£45,195
£46,078
£46,461
11
T/Fellow
Academic
3
29
£44,125
£59,957
Totals
Research
Senior 7
Support
1014
£58,326
Male
Numbers
64
5
3
10
3
34
9
39
6
20
7
13
31
9
53
46
23
82
8
39
12
88
7
17
11
121
9
769
Male
Total
Average
Pay
£12,117
£12,785
£12,979
£14,674
£14,636
£17,195
£17,373
£19,673
£20,089
£23,442
£23,135
£25,384
£26,464
£25,906
£29,052
£30,829
£30,992
£37,567
£37,941
£39,507
£38,796
£46,377
£46,381
£47,159
£46,577
£63,216
£63,952
23
60
24
91
133
56
136
14
84
30
113
9
33
14
150
16
1781
39
29
56
126
47
113
32
50
Total Staff-
Male/Female On
Grade/Staff
Group
240
Pay
Gap
-1%
57
6
+3%
0%
-2%
+1%
-4%
-2%
-2%
-3%
-1%
+1%
0%
-3%
+1%
0%
-2%
-2%
-3%
-2%
-2%
-4%
-3%
-1%
-1%
-5%
-5%
-9%
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The large table above gives a broad overview of all staff at the University broken down by job grouping. This table also shows the distribution of staff groups across the grading structure. Once again this data confirms no major issues of concern as all pay gaps apart from two are below 5% and most are between 0% and 3%. The two exceptions to this centre on Grade 11 where the explanation for the gaps in excess of 5% relate to low numbers in the grade(so the figures are not reliable enough to make generalised statements) , and also possibly to market forces. The table above has been subdivided into single staff group tables below so that differences within grades/staff groups can be seen more clearly.
Pay Gap Report- All Staff by Individual Staff Grouping-General Staff
Grade Staff
Group
Female
Numbers
Female
Total
Male
Numbers
Male Total
Average
Total Staff-
Male/Female On
1 176
Average
Pay
£12,017
64
Pay
£12,117
Grade/Staff
Group
240 General
Support
2 General
Support
52 £13,199 5 £12,785 57
3 29
£14,428
10
£14,674
39
4
General
Support
General
Support
22 £16,597 34 £17,195 56
8 £19,218 39 £19,673 47
Pay
Gap
-1%
+3%
-2%
-4%
-2% 5
6
Totals
General
Support
General
Support
12
299
£23,242
20
172
£23,442
32
471
-1%
The above table sets out information for the General Staff Group. This staff group covers all former manual staff, security staff, nursery staff and nearly all of the “old” miscellaneous and technical staff group covering supervisors of manual staff. It should be noted that Grade 3 has a pay gap difference of
3% in favour of women which is explained by the fact that women dominate this grade and are mostly grouped in the discretionary range at the top of this scale. This is a result of the 2006 Framework assimilation exercise and although the pay gap is not large it is likely to reduce once pay protections pass out of the structure in the next two years.
6

Pay Gap Report- All Staff by Individual Staff Grouping-Office Support Staff
Grade Staff
Group
2
Female
Numbers
3
Female
Total
Average
Pay
£12,979
Male
Numbers
3
Male Total
Average
Pay
£12,979
Total Staff-
Male/Female On
Grade/Staff Group
6
3
Office
Support
Office
Support
26 £14,713 3 £14,636 29
117
£16,952
9
£17,373
126 4
5
6
Totals
Office
Support
Office
Support
Office
Support
107
43
296
£19,518
£23,313
6
7
28
£20,089
£23,135
113
50
324
Pay
Gap
0%
+1%
-2%
-3%
+1%
The above table sets out information on the office support group, which is a female dominated staff group composed almost entirely of staff previously known as “secretarial and clerical staff”. As noted above, this is a group of staff targeted as one in which the male numbers need to be increased. Once again pay gaps are within tolerable ranges, although it is clear that at Grade 5 the small number of men is all at the upper end of this grade. As women progress upward on the grade then this -3% gap will narrow and disappear.
7

Pay Gap Report- All Staff by Individual Staff Grouping-Senior Support Staff
Grade Staff
Group
7
8
Senior
Support
Senior
Support
Female
Numbers
29
87
Female
Total
Average
Pay
£25,766
£30,310
Male
Numbers
31
46
Male Total
Average
Pay
£26,464
£30,829
Total Staff-
Male/Female On
Grade/Staff Group
60
133
45 £38,608 39 £39,507 84 9 Senior
Support
10
11
Totals
Senior
Support
Senior
Support
16
7
184
£46,461
£58,326
17
9
142
£47,159
£63,952
33
16
326
Pay
Gap
-3%
-2%
-2%
-1%
-9%
The table above covers staff formerly in the senior administrative, senior library and other related staff groups. Perhaps the issue to note here is that although the pay gaps are small in relation to Grades 7 to
10, it is the case that all are in favour of men even at Grade 8 where female numbers are more than double male numbers. This is partly explained by the fact that most males are long-serving on this grade and nearly all at the scale maximum, whereas females are more evenly distributed throughout the scale range. The Grade 8 scale at 7 scale points is (along with Grade 9) the longest scale in the
Essex structure and is probably one or two points longer than necessary in order to allow fair and even progression within the grade. The pay gap at Grade 11 is of some concern and is probably explained by the fact that it is mostly male members of staff who occupy posts in areas/professions of perceived market difficulty, and therefore market forces have pushed such salaries higher in the grade range.
Pay Gap Report- All Staff by Individual Staff Grouping-Research Staff
Grade Staff
Group
7 Research
Female
Numbers
10
Female
Total
Average
Pay
£25,463
Male
Numbers
13
Male Total
Average
Pay
£25,384
Total Staff-
Male/Female On
Grade/Staff
Group
Pay
Gap
0%
8
9
Research
Research
38
6
£29,115
£37,129
53
8
£29,052
£37,941
23
91
14
0%
-2%
10 Research 2 £46,078 7 £46,381 9 -1%
Totals 56 81 137
The above table sets out data for Research Staff and confirms no real pay gap issues exist in this group. There is an apparent pay gap issue at Grade 11, but this is produced by low female numbers and the data is not produced above because it is misleading and may also identify individuals.
8

7
8
Pay Gap Report- All Staff by Individual Staff Grouping-Teaching Fellows
Grade Staff
Group
Female
Numbers
Female
Total
Average
Pay
Male
Numbers
Male Total
Average
Pay
Total Staff-
Male/Female On
Grade/Staff
Group
9
10
Totals
T/Fellow
T/Fellow
15
33
T/Fellow 18
T/Fellow 3
69
£26,207
£30,512
£37,193
£44,125
9
23
12
11
55
£25,906
£30,992
£38,796
£46,577
24
56
30
14
124
Pay
Gap
9
10
11
The above data on teaching fellows has pay gaps all at 5% or below, with three of the four gaps being in favour of men. The gaps at Grades 9 and 10 are at the upper end but are based on relatively small numbers. It is the case that the men are all longer serving so at the top of the pay range, whilst the women have less service and are therefore grouped at the lower end of the other “long” seven point scale in the Essex structure.
Pay Gap Report- All Staff by Individual Staff Grouping-Academic Staff
Grade Staff
Group
Female
Numbers
Male
Numbers
Pay
Gap
Totals
Lecturer 54
SL/Reader 25
Professor 29
108
Female
Total
Average
Pay
£36,541
£45,195
£59,957
82
88
121
291
Male
Total
Average
Pay
£37,567
£46,377
£63,216
Total Staff-
Male/Female On
Grade/Staff
Group
136
113
150
399
-3%
-3%
-5%
The table above sets out the pay gaps for the three grades of academic staff. All have pay gaps in favour of men, but all stand at 5% or less. The pay gaps on Grade 9 and 10 can be explained by the fact that there are more long serving men than women on these grades, with a higher proportion of men than women in the discretionary salary ranges on both grades. As noted above these two grades are also (at 7 points) the longest in the Essex range and the increase in women on both grades has seen them populate the lower reaches of both scales, whilst the longer serving men are at the higher end of the salary bands.
+1%
-2%
-4%
-5%
9

10
8
9
5
6
4
7
3
The gap at Grade 11-the Professorial grade stands at 5% in favour of men which, whilst not ideal, is considerably better that the average pay gap for all academics in the HE sector which stood at 10% in
2005/06 (latest available HEFEC figures), and certainly better than a pay gap of some 17% which is the average for senior posts in the private sector. This pay gap will almost certainly fall in forthcoming years as the older and more highly paid male Professorial population passes out of the system via age retirements. As noted above we need to remain focussed on pay issues at Grade 11 to ensure that the pay gap continues to reduce.
Pay Gap Report- All Staff by Grade by Racial Group
Grade Racial Group Staff
Numbers
Average Pay Pay Gap
1 Ethnic Minorities 15
White
Unknown
209
16
£11,968
£12,049
-1%
2 Ethnic Minorities 5
White
Unknown
57
1
£12,839
£13,172
-3%
Ethnic Minorities 2
White
Unknown
64
2
-2%
Ethnic Minorities 4
White
Unknown
Ethnic Minorities 3
White
Unknown
White
Unknown
Ethnic Minorities 24
White
152
5
Ethnic Minorities 2
White
Unknown
Ethnic Minorities 8
Unknown 13
Ethnic Minorities 32
White
Unknown
White
Unknown
175
3
79
1
91
8
243
225
7
Ethnic Minorities 14
150
5
£14,257
£14,581
£17,307
£16,989
£19,708
£19,586
£24,047
£23,321
£25,431
£26,045
£29,028
£30,216
£37,236
£37,908
£45,269
£46,343
+2%
+1%
+3%
-2%
-4%
-2%
-3%
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11 Ethnic Minorities 19
White 147
Unknown 6
Totals Ethnic Minorities 128
£61,484
£62,274
-1%
White
Unknown
1592
67
All Groups 1787
3
2
The above table sets out information for all staff by racial grouping and grade. This information should be treated with care because of the relatively small numbers in the ethnic minority groups, being some 7.7% of the staffing figure used to produce these statistics. There is also an uneven spread of ethnic minority staff across the grading structure and 67 “unknowns” in the figures (those staff who are not prepared to answer the question relating to ethnicity in our staff questionnaires). In this table a
+ figure in the pay gap column indicates a pay gap in favour of ethnic minority groups and a – figure, indicates a pay gap in favour of those classified as “white”. The plus and minus figures for all grades in the Essex structure are all below 5% and most are between 1 and 2% , so it appears that there are no areas for concern or investigation in relation to the data on ethnicity.
Disability
The table below sets out information for all staff by disability and grade. This information should also be treated with care because of the relatively small numbers in the disability group, being some 2.35% of the staffing figure used to produce these statistics. There is also an uneven spread of staff in the disability category across the grading structure and 59 “unknowns” in the figures (those staff who are not prepared to answer the question relating to disability in our staff questionnaires). In this table a + figure in the pay gap column indicates a pay gap in favour of the disability group and a – figure, indicates a pay gap in favour of those classified as not having a disability. The plus and minus figures for all grades in the Essex structure-bar Grade 11 are all below 5% and most are between 1 and 4%., so it appears that there are no areas for concern or investigation in relation to the data on disability.
Pay Gap Report- All Staff by Grade by Disability
Grade Disability Staff
Numbers
1 No 228
Average Pay Pay Gap
0%
Yes 2
Unknown 10
No 60
Yes
Unknown
1
2
£12,046
£12,011
£11,993
£13,146
£13,659
£12,804
+4%
4
No
Yes 3
Unknown 0
No
65
175
£14,585
£14,599
£16,981
0%
+4%
11

6
7
5
Yes 4
Unknown 3
No
Yes
151
5
Unknown 4
No 79
Yes 2
Unknown 1
No
Yes
95
4
10
11
8
9
Unknown 8
No
Yes
No
Yes
263
4
Unknown 13
252
4
Unknown 8
No
Yes
159
6
Unknown 4
No 160
Yes 6
Unknown 6
Totals No 1687
Yes
Unknown
41
59
£17,647
£15,731
£19,589
£19,533
£18,570
£23,313
£24,381
£21,682
£25,999
£26,472
£26,400
£30,107
£31,377
£29,031
£37,794
£39,099
£39,064
£46,289
£44,634
£47,470
£62,060
£66,683
£63,307
0%
+5%
+2%
+4%
+3%
-4%
+7%
All Groups 1787
Summary
The latest figures from the Office for National Statistics show that the gender pay gap only closed by
0.3% during 2006/07, and that women in full time jobs still earn 17% less than their male counterparts.
The Government has recently clearly stated that it will press for “more transparency” in the workplace to tackle the gender pay gap and has not ruled out the introduction of mandatory pay audits for employers. It is therefore particularly timely that we are able to present the University’s first pay review/audit which looks at 2007 base pay for all employees across a number of dimensions.
This pay review shows that whilst we do have some issues of concern in our pay structure, it is also clear that taken overall the new pay structure is largely free from bias on a gender, race and disability basis.
In view of the data available, the review has concentrated on base pay for all staff. Whilst this is not an ideal starting point- given that the literature suggests all remuneration should be considered, if
12

possible- it does provide a reasonably reliable view of total earnings in the University. This is because for the vast majority of staff base pay will be total pay as relatively few staff have additional earnings opportunities via overtime or irregular hours working. It is also the case that the data used is most reliable for gender and full/part time pay comparisons. It is least reliable for the analysis conducted on ethnicity and disability because of the low numbers in these categories.
Main Issues
The main issues of note to emerge from the pay review are as follows:
 The pay gap report for all staff shows no major gender pay issues of concern, apart from at
Grade 11 where the gap is 6% in favour of men-just outside the “5%” area of concern for investigation. All other gender pay gaps are below 3% and most are at the level of 1% to 2%.
Targets are in place to encourage a better gender mix at Grade 11, particularly in relation to increasing the number of female Professors on this grade and we should ensure that progress continues to be made at this level.
 The gender pay gap report for part-time staff indicates one or two areas of possible concern but overall the indicated pay gaps are at an acceptable level. One area of apparent concern is at
Grade 11 (where the past practice of re-engaging senior male academics on a part-time basis following retirement has meant that there are a disproportionate number of part-time males on this grade), but it is the case that the low numbers of females on this grade mean that the pay gap figure is not statistically reliable. There is also an indicated pay gap of 6% in favour of women at Grade 4, but again low numbers of males as against females make this indicated figure unreliable.
 The pay gap reports on the various staff groups only indicates a very small number of possible concerns- at Grade 11 for Senior Support Staff (9% pay gap in favour of men), which can almost certainly be explained by “market forces” in relation to some roles, and amongst the
Teaching Fellow and Academic Staff Groups. In the latter groups females appear to be consistently paid slightly less than male counterparts, although the pay gaps are nearly all below the 5% figure. Placement on scales upon appointment/promotion and assimilation following the introduction of the new pay structure is the most likely explanation for this pattern.
Issues for Possible Action

The data in this review appears to indicate that if a pay scale is longer than the norm(5/6 points), as it is at Grades 8 and 9 (both 7 points) then this may lead to lower starting salaries for women. In view of this we should consider adopting the current EO advice that all scales should not have more than 6 scale points.

In order to ensure objective placement on a salary scale upon appointment or promotion, we should consider investigating the possibility of introducing a formal starting salary policy applicable to all job groups and grades.

To promote greater gender equality in the grading structure and to demonstrate clear intention then we should introduce an Equal Pay Policy and set out clearly our objectives in this area.
 Targets should continue to be set by the University to improve the gender mix in the higher grades in the pay structure.
 Consideration should be given to introducing market pay supplements and/or bonus payments at the top end of the pay structure, particularly for Senior Support Staff, to help address the issue of the base pay gap.
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
The next Pay Review should be completed after the implementation of the new HR/Payroll system (target 2009) and following the payment of the last stage (October 2008) of the current three year pay increase. This review should be based on total pay (if possible) and also capture data on temporary/casual staff.
Alan Charnock
June 2008
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