Cardiff University
EXECUTIVE SUMMARY CARDIFF UNIVERSITY: GENDER EQUAL PAY AUDIT 2010 /11
The Cardiff University Equal Pay Audit 2010/11 builds on the audit conducted in 2009 and is the second
equal pay audit undertaken by Cardiff University. Cardiff University is a large and complex organisation
employing 5888 staff in 2011. Overall the 2010/11 Audit has confirmed that there is no evidence of any
systematic pay discrimination within the University
Main findings:
1. There are few significant gender pay gaps within the University and where such gaps have been
identified, it is clear that progress is being made to address them.
2. Cardiff University pay scales comply with recommended good practice in relation to gender and
age and contribute to a lack of significant pay gaps.
3. Over half, 54.4% of the University’s employees are women, but their distribution across pay
grades varies considerably with women constituting 71% of all staff in grades 1 to 4. The
University continues to undertake a number of gender equality initiatives to improve
representation of women within the higher grades.
4. The University continues to have as expected gender pay gaps in favour of both men and women
in relation to basic mean pay, and that none of these gaps constitute a significant pay gap as
defined by the Equality Human Rights Commission.
5. Two mean total pay gaps were identified;


Clinical Senior Lecturers (Not holding consultant contract) but this relates to eight
members of staff and differences can be attributed to individual circumstance.
Professorial/Senior Staff level. Investigation indicated there were underlying historic
issues with a predominantly male population but the situation is improving with only a
0.9% variance amongst new externally appointed professorial staff.
6. The findings in relation to median base pay reflect those found in relation to mean base pay
highlighted above. The Equal Pay Audit found one significant pay gap in relation to average mean
and median pay by job group within the Technical Services Career Pathway at Grade 4, but
investigation attributed it to a change in the overall profile of the cohort of this staff group.
7. Cardiff University has a number of pay protection arrangements in operation, with currently 45
staff members in receipt of pay protection arrangements over the agreed grade as a result of the
implementation of the National Framework Agreement. There is also a small cohort of staff who
currently receive a protected proficiency allowance.
8. The Equal Pay Audit found a number of significant pay gaps in relation to total pay; these were
largely limited to Grades 1 to 3 and relate to working patterns and overtime arrangements. The
University will be working on this area in 2012/13.
1
Cardiff University
CARDIFF UNIVERSITY: GENDER EQUAL PAY AUDIT 2010 /11
1.
Introduction
1.1
The Cardiff University has undertaken its second Equal Pay Audit based upon data from 2010 and
2011 which builds on the Audit conducted in 2009. Gender but protected Sex and Sexual
Orientation.
1.2
Cardiff University supports the principle of equal pay for work of equal value and recognises that
its systems, practices and policies should be based on these principles. The aim of an equal pay
audit is to identify and address systemic pay discrimination, which the University acknowledges as
an important, but narrow, aspect of potential discrimination in employment. An equal pay audit
reviews pay data, policies and practices which may be systematically leading to pay disadvantage
for one group of employees compared to another group (for example, women compared to men or
vice versa).
1.3
This Equal pay audit relates to the University’s basic pay and associated pay policies including
additional and overtime payments. The primary purpose of this audit is to:

Establish whether there are and gender pay inequities;

Analyse in more detail the nature of any inequalities;

Analyse the factors creating inequalities and diagnose the cause or causes;

Determine what action is required to deal with any unjustified inequities revealed by the
analysis.
This audit does not directly address other aspects of potential inequality, such as the distribution
of staff across grades, general contractual arrangements or promotion and retention rates which
are sometimes included within Equal Pay reviews, these are areas which are reviewed and
monitored and reported on elsewhere at Cardiff University.
1.4
Whilst not covered within the scope of this equal pay audit, it is important to note that the
University undertakes a wide range of activities in support of equality, with particular attention
being given to areas where there is a gender imbalance under the University’s Gender Equality
Scheme. These initiatives are being undertaken to ensure that all staff are aware of the
opportunities to progress and are not deterred from doing so.
1.5
Work undertaken on this Equal Pay Audit has been undertaken in consultation with the recognised
Trade Unions, UCU, UNISON and UNITE.
2
Assembly of Data
2.1
Methodology and Data
Cardiff University is a large and complex organisation but with a relatively stable staff population
employing 5743 staff in 2010 and 5888 staff in 2011. Staff are employed across 27 Schools and 5
Administrative Directorates. Snapshots of the entire University staff population were taken on both
1 October 2010 and 1 October 2011 and these populations form the basis of all findings in the
report. The Data collection methodology mirrored that used in 2009 and the report also compares
the findings of 2010 and 2011 with those contained in the 2009 Equal Pay Audit.
2.1.1
A gender pay gap is the average difference between male and female full time earnings therefore
for the purposes of this Audit; all part time salaries have been uplifted to full time to allow
comparisons across the University.
2.1.2
Throughout the Audit the data provided has been analysed as the percentage difference using the
female salary as the base. Positive differences are those in favour of females and negative
differences are those in favour of males. This methodology has been used throughout the Audit.
2.1.3
The Equality and Human Rights Commission (EHRC) advice on equal pay audits indicate that
gender grade pay gaps of 5% or more (highlighted in bold within the Tables) should be considered
significant as indicators of underlying systemic pay discrimination and the reasons for the
2
Cardiff University
differences investigated. A pattern of pay gaps of 3% or more in favour of one gender or the other
(highlighted in italics within the Tables) should also be investigated as potentially indicative of
underlying systemic pay discrimination. The advice relates to both mean and median gaps.
2.1.4
Where there are 5 or less staff within a cohort this has have been left blank throughout the report.
3.
Gender Distribution
3.1
In order to understand fully the University’s position in relation to gender, a background analysis
was undertaken to identify the gender pattern of employment, this is outlined in Table 1 below.
The analysis shows the gender distribution across Cardiff University grades and provides a
comparison with the gender distribution within the University at 1 October 2009.
TABLE 1: DISTRIBUTION OF CARDIFF UNIVERSITY EMPLOYEES BY GRADE AND
GENDER
Numbers
Grade 1
50
127
177
28.2
71.8
%
Change
from 2009
to 2010
-3.55
Grade 2
118
204
322
36.6
63.4
-2.20
-0.14
Grade 3
177
471
648
27.3
72.7
0.56
-0.28
Grade 4
120
392
512
23.4
76.6
-0.32
-0.72
Grade 5
291
427
718
40.5
59.5
0.52
2.75
Grade 6
573
668
1241
46.2
53.8
-0.62
-0.05
Grade 7
394
488
882
44.7
55.3
1.29
2.44
Grade 8
335
185
520
64.4
35.6
1.27
0.81
55
44
99
55.6
44.4
-3.94
-0.92
2
6
8
25
75
-6.94
19.44
116
35
151
76.8
23.2
-0.33
0.21
348
70
418
83.3
16.7
0.54
3.30
105
87
192
54.7
45.3
2.32
0.69
2684
3204
5888
45.6
54.4
-0.22
1.13
M
Clin Lecturer
Clin Sen Lec
(NHCC)[1]
Clin Sen Lec
Professor/Senior
Staff
GP
Total
F
% of Grade
Total
M
F
%
Change
from 2010
to 2011
2.60
[1] NHCC – Not holding Consultant Contract
The minus figures refer to a reduction in the female of staff on the grade against the previous year.
3.3
Table 1 shows, that women continue to form just over half of employees 54.4% (53.28% in 2010),
this represents an increase of 0.9% on the 2009 findings. The distribution of female staff across
University grades continues to vary greatly. Females constitute 71% of all staff in grades 1-4, in
comparison to 47.5% in grade 5 and above. Female staff in 2011 account for 16.7% of
Professorial /Senior Staff representing a 3.8% increase on 2009.
3.4
A range of initiatives have been introduced to promote gender equality within the institution, to
ensure that women are aware of the opportunities to progress and are not deterred from doing so.
A Women Professor’s Group meets to consider issues relating to academic careers. The
University participates actively in the Welsh Universities Mentoring Scheme (WUMS) which is
focused on mentoring women in academic careers. Additionally, workshops continue to be run on
academic promotion in Schools to assist in dispelling myths and encourage timely applications
from both genders. As part of the Staff Development provision for 2011/12, the University piloted
the Springboard women's development programme.
3
Cardiff University
In the Science, Technology, Engineering (SET) Schools, the University is currently preparing to
renew its prestigious Bronze Athena SWAN award for its commitment to women in science. At
School level, Psychology has also received a Bronze award in November 2011, Nursing and
Midwifery Studies a Silver award and Chemistry a Bronze Award adding to the award already held
by Optometry and Vision Sciences. Four Schools are also participating in the non-SET Schools
Athena project run, Music, EUROS, SOCSI and CARBS.
The University is also one of the institutions currently taking part in the Equality Challenge Unit
‘Systematic Change’ Pilot, a year long facilitated action learning change programme designed to
develop a framework for identifying good practice in respect of gender equality and providing
standard for recognition awards. All these schemes are assisting the University address areas of
gender imbalance.
4.
Calculation of Average Basic Pay for ‘Work Rated as Equivalent’
4.1
Table 2, shows average male and female full time equivalent (FTE) basic pay for each of the
Cardiff University grades. The calculations in Table 2 are of the arithmetic means, for comparison
purposes the median figures are in Table 3.
TABLE 2: AVERAGE (MEAN) BASIC PAY OF CARDIFF UNIVERSITY EMPLOYEES BY
GRADE AND GENDER
Numbers
M
Average (Mean) Basic Pay (£)
F
M
F
%
Difference
%
Change
2010
/2011
% Change
2009-2011
Grade 1
50
127
14319.36
14441.01
0.85
0.11
0.69
Grade 2
118
204
16817.53
16505.12
-1.86
-0.28
0.61
Grade 3
177
471
18955.29
19265.41
1.64
-0.79
-1.49
Grade 4
120
392
22757.02
22648.61
-0.48
-0.11
-0.37
Grade 5
291
427
27783.57
27290.91
-1.77
-0.09
-0.10
Grade 6
573
668
34047.31
33,819.81
-0.67
-0.11
0.17
Grade 7
394
488
43517.93
43488.91
-0.07
-0.12
0.05
Grade 8
335
185
52559.53
51916.17
-1.22
-0.12
-0.55
55
44
49349.00
49260.68
-0.18
-0.46
-0.83
-
6
70,263.00
67,654.17
-3.71
-0.02
1.89
116
35
92980.73
92312.80
-0.72
0.84
1.09
-1.89
-2.16
0.18
0.10
Clinical Lecturer
Clin Sen Lec (NHHC)
Clin Sen Lecturer
Professor/Senior Staff
348
70
80227.29
76588.76
-4.54
GP
105
87
85223.73
84559.49
-0.78
NOTE: % Differences are calculated using the female salary as base. Positive differences are those in favour of females;
negative differences are those in favour of males.
Table 2 shows that of the arithmetic average, or mean, pay gaps continue within the University to
be in favour of both men and women. There are no overall pay gaps favouring either gender. This
represents an improvement from the position found in 2009, when one significant pay gap was
identified at Clinical Senior Lecturers (NHCC) level. In 2011, there are only two groups whose
pay gap are over 3% thus requiring further investigation, this is at Clinical Senior Lecturer (NHCC)
level, with a pay gap of 3.71. This represents a reduction from the 5.60 pay gap reported in2009.
Investigations concluded that the limited size of the cohort results in small individual movements
having a significant impact on the overall pay gap for the group. No evidence of systematic pay
discrimination was found.
The second group requiring further analysis was at
Professoriate/Senior Staff level, where the mean difference has increased from 2.38% to 4.54% in
favour of males. This figure whilst still not considered significant in EHRC terms, suggested further
analysis was needed. An investigation was undertaken on Professorial starting salaries, as well
4
Cardiff University
as a comparison of salary in relation by length of service at this level. The results found that
Cardiff University’s action in this area in addressing the gender profile are taking effect, with only a
0.9% variance for new externally recruited professorial roles 2011 and a low % pay difference
between men and women in the early stages of their professorial career at Cardiff. As the staffing
profile within this group continues to evolve the University will start to see a positive impact on the
overall salary profile at this level.
TABLE 3: MEDIAN BASIC PAY OF CARDIFF UNIVERSITY EMPLOYEES BY GRADE AND
GENDER
Numbers
M
Median Basic Pay (£)
F
M
F
%
Differ
ence
%
Change
from
2010 to
2011
%
Change
from 09
to 11
Grade 1
50
127
14608
14608
0
0
0
Grade 2
118
204
16696
16696
0
0
2.81
Grade 3
177
471
19,261
19,822
2.91
-2.99
-2.73
Grade 4
120
392
23661
23661
0
2.92
0
Grade 5
291
427
28,251
28,251
0
0
2.91
Grade 6
573
668
34,745
34,745
0
2.52
0
Grade 7
394
488
44,016
44,016
0
0
0
Grade 8
335
185
52556
52556
0
0
0
55
44
53663
53663
0
0
3.75
-
6
70,263
68503
-2.50
-2.5
-2.50
Clin Sen Lecturer
116
35
93,742
93742
0
0
0
Professor/SenStaff
348
70
77543
71748
-7.47
-2.76
-2.75
GP
105
87
84372
84372
0
0
2.15
Clinical Lecturer
Clin Sen Lec (NHHC)
NOTE: Positive differences are those in favour of females; negative differences are those in favour of males.
* This is the % difference is the average of the combined salary of all staff across all of the pay grades and not an average
of the average of each grade.
4.2
As well as looking at average base pay this report also includes further analysis looking at median
pay, which given the number of points within grades 1-8 gives closer results.
Within the professorial scale the range of possible pay points is greater. However, in addition, the
male sample size is significantly larger than the female sample size, meaning like for like
comparison is less straightforward.
The female demographic continues to increase within this group, as noted in 3.3. This increase is
encouraging, although may result in an increase in the number of female staff at earlier stages
within their careers with Cardiff University. This could impact the equal pay figure while
recruitment remains equitable. The University continues to undertake a number of initiatives to
promote gender balance and issues of Equity are now considered each year as part of the Senior
Salary Review and individual adjustments are made where required, the impact of which is
outlined in 4.1. This is a complex area and may benefit from further analysis.
4.3
Table 3 also shows that the significant gap found in 2009 in relation to Grade 3 in favour of
females has now been reduced to 2.91.
5.
Calculation of Average Basic Pay for ‘Like Work’
5.1
‘Like work’ calculations form a useful supplementary check to the ‘work rated as equivalent’
analyses above, where there are sizeable groups which are mixed in gender. Such checks are not
5
Cardiff University
very meaningful statistically for job groups which are predominantly of one gender or for small and
singleton jobs. Cardiff University has a number of large mixed gender groups for which average
basic pay is shown in Table 4 and 5 below. For comparison purposes the same groups have been
used as reported in 2009.
5.2
Tables 4 and 5 are based on the University’s career pathways and grades, so each job group may
include some jobs which would not be considered as ‘like work’ by Employment Tribunals. The
tables provide a helpful check on whether the overall grade averages in tables 2 and 3 are
masking significant differences within career pathways. The tables focus on the largest grade job
groups.
TABLE 4: AVERAGE (MEAN) BASIC PAY OF CARDIFF UNIVERSITY EMPLOYEES BY JOB
GROUP AND GENDER
Career
pathway
Grade
Numbers
M
Teaching and
Research
Teaching and
Scholarship
Average (Mean) Basic Pay (£)
F
M
F
% Change from
2010 to 2011
%
difference
7
167
197
43299
43598
0.69
-0.29
6
18
29
33722
33,650
-0.21
2.67
Research
6
231
232
33,256
32,971
-0.86
MPSS
6
201
289
35,091
34,678
-1.18
0.48
Administrative
Support
3
81
448
19,102
19,297
1.02
-0.47
Operational
1
40
119
14,324
14,436
0.78
-0.05
Technical
4
60
75
22,912
22,080
-3.63
-1.93
-0.87
NOTE: % Differences are calculated using the female salary as base. Positive differences are those in favour of females;
negative differences are those in favour of males.
TABLE 5: MEDIAN BASIC PAY OF CARDIFF UNIVERSITY EMPLOYEES BY JOB GROUP
AND GENDER
Career pathway
Teaching and
Research
Teaching and
Scholarship
Grade
Numbers
Median Basic Pay (£)
M
M
F
F
% Change
from 2009 to
2010
%
Difference
7
167
197
44,016
44,016
0
0
6
18
29
35,267
34,745
-1.48
3.05
Research
6
231
232
32751
32751
0
-3
MPSS
6
201
289
35788
35788
0
2.91
Administration
3
81
448
19,261
19,822
2.91
0
Operational
1
40
119
14608
14608
0
0
Technical
4
60
75
23661
22,325
-5.65
-2.73
NOTE: % Differences are calculated using the female salary as base. Positive differences are those in favour of females;
negative differences are those in favour of males.
5.3
The analysis in Tables 4 and 5 only reveal one significant gender pay difference; this is in relation
to the median salary of Technical staff on Grade 4 which can be seen in Table 5. Further
investigation was undertaken in this area and the change can be attributed to different levels of
service of individuals within this cohort. There is no evident pattern indicative of gender pay
discrimination within this job group.
6
Cardiff University
6.
Review of Pay Policies
6.1
Even when, as for Cardiff University employees, the statistical analysis shows no evidence of
systemic pay discrimination in relation to basic pay in the employee group covered by the equal
pay audit, the EHRC recommends that each aspect of pay policy in relation to basic pay be
reviewed from an equality perspective. (Total earnings and additions to basic pay are covered in
sections 8 and 9 below).
6.2
Job Evaluation
6.2.1
The University continues to uses Higher Education Role Analysis (HERA) system, to underpin its
grading and pay structures. The HERA system is factor-based, so analytical in terms of the equal
pay legislation and it was designed specifically to cover roles in the higher education sector. It has
been reviewed from an equality perspective at national level. Work has been undertaken with the
recognised Trade Unions in 2010/11 to further develop and refine the University’s Grading Review
Procedures. It is anticipated that this work will be implement during the 2011/12 Academic
Session. Also in 2011 the standardisation of the use of HERA in recruitment is assisting the
University to ensure posts are correctly graded at the outset of the establishment of the role.
6.3
Starting Salaries
6.3.1
The University has guidance on the starting salaries for new employees with the normal
expectation that staff are appointed on the bottom point of the relevant pay scale. Where staff are
appointed above this point an objective justification is provided at the point of recruitment such
objective justification would include relevant external experience elsewhere. This assists the
University in ensuring that starting salaries offered are consistent and appropriate across the
University.
6.3.2
The evidence from this audit reinforces that found in the 2009 Equal Pay Audit.
6.4
Pay Progression
6.4.1
Pay progression for Cardiff University employees (with the exception of staff paid on the
Professorial pay scale where progression is based on performance) is on the grounds of
experience through annual increments to the non-discretionary maximum of the scale. Above this
there are two discretionary points accessed through assessment of the individual contribution
under the University’s Discretionary Payments Scheme.
6.4.2
Cardiff University pay grades are short with a limited number of incremental points, usually 5 or
fewer; and are discrete, in that the maximum of the lower scale is lower than the minimum of the
next higher grade. These features comply with recommended good practice in relation to both
gender and age discrimination. They contribute to the absence of significant gender grade pay
gaps.
6.4.3
The discretionary zone increases the length of the scale and creates an overlap with the next
higher pay scale to a restricted degree. This gives the opportunity for individual contribution,
assessed in a fair and non-discriminatory manner, to be rewarded by giving additional points
above the core grade.
7.
Protection
7.1
As a result of pay protection arrangements agreed with the Trade Unions during the National
Framework Agreement implementation, a small number of Cardiff University employees in Grades
1 to 7 are paid above the maximum of the relevant pay scale (including discretionary points). They
are effectively subject to a personal spine point and thus to personal protection.
7
Cardiff University
TABLE 6: DISTRIBUTION OF CARDIFF UNIVERSITY EMPLOYEES AND THOSE PAID
ABOVE THE MAXIMUM OF THE RELEVANT PAY SCALE BY GRADE AND GENDER
Grade
Numbers of
employees
M
F
Total
% of Grade
M
F
Percentages paid above
the maximum
M
F
Grade 1
50
127
177
28.25
71.75
100
-
Grade 2
118
204
322
36.65
63.35
-
100
Grade 3
177
471
648
27.31
72.69
-
100
Grade 5
291
427
718
40.53
59.47
50
50
Grade 6
573
668
1241
46.17
53.83
-
100
Grade 7
394
488
882
44.67
55.33
47.06
52.94
All above
1723
2777
4500
38.29
61.71
28.89
71.11
7.2
Table 6 again shows a relatively stable picture. In 2009, there were 16 males paid above the
relevant scale and 41 females, in 2010, 15 males and 42 females in 2011, 13 males and 32
females. It is anticipated that these figures will continue to decline over the coming years.
7.3
In addition to the figures outlined in the table above, there are 59 staff who receive a protected
National Framework Agreement Allowance.
8.
Calculation of Average Total Pay for ‘Work Rated as Equivalent’
8.1
Total pay includes basic pay plus additional payments. It provides a useful starting point for
analysis of the impact of additional payments by gender.
8.2
Tables 7 and 8 below show average total pay, including all additional payments by grade and
gender, calculated in the same way as for basic pay in Tables 2 and 3 above.
8.3
TABLE 7: AVERAGE (MEAN) TOTAL PAY OF CARDIFF UNIVERSITY EMPLOYEES BY
GRADE AND GENDER
Grade
Numbers
M
Average (Mean) Total Pay (£)
F
M
F
%
Difference
% Change
from 2009
to 2010
%
Change
from 2010
to 2011
1
50
127
17,018
15,990
-6.04
-3.10
0.36
2
118
204
18,335
17,393
-5.14
0.78
1.14
3
177
471
21,749
19,733
-9.27
-2.19
-1.00
4
120
392
23,910
22,972
-3.92
-0.66
0.39
5
291
427
28,130
27,502
-2.23
-0.10
-0.53
6
573
668
34237
33,943
-0.86
0.26
-0.45
7
394
488
43,822
43,780
-0.10
0.08
0.07
8
335
185
52,675
52123
-1.05
-0.58
0.07
Professor
348
70
81,265
77,465
-4.68
-0.64
-1.28
55
44
50,696
50,580
-0.23
-0.48
1.11
-
6
71,168
69,158
-2.82
1.62
-0.47
Clin Sen Lec
116
35
125,203
112,416
-10.21
1.06
-0.78
GP
105
87
85,676
85,440
-0.28
-0.31
2.19
Clinical
Lecturer
Clin Sen Lec
(NHCC)
NOTE: Positive differences are those in favour of females; negative differences are those in favour of males.
8
Cardiff University
TABLE 8: MEDIAN TOTAL PAY OF CARDIFF UNIVERSITY EMPLOYEES BY GRADE AND
GENDER
Grade
Numbers
M
Median Total Pay (£)
F
M
F
%
Difference
% Change
from 2009
to 2010
%
Chan
ge
from
2010
to
2011
1
50
127
15,333
14,982
-2.29
-2.23
0.91
2
118
204
17,677
17,179
-2.82
0.01
-0.01
3
177
471
20,225
19,822
-1.99
-2.07
0.07
4
120
392
23,661
23,661
0
1.60
0
5
291
427
28251
28,251
0
2.91
0
6
573
668
34745
34745
0
2.91
0
7
394
488
44,016
44,016
0
0
0
8
335
185
52,556
52,556
0
0
0
Professor
348
70
77,633
71,834
-7.47
-0.11
-3.57
55
44
53,663
53,663
0
4.71
2.21
-
6
71,168
69,776
-1.96
-1.28
-0.67
Clin Sen Lec
116
35
121,300
103,354
-14.80
2.57
-6.82
GP
105
87
84,372
84,372
0
0
0
Clin Lecturer
Clin Sen Lec(NHCC)
NOTE: Positive differences are those in favour of females; negative differences are those in favour of males.
8.4
The pattern of differences in relation to median basic pay, shown in table 8, although showing
gaps predominantly in favour of males, continue to be not nearly so pronounced in relation to
median pay as is evident in relation to mean pay for grades one to four.
8.5
Tables 7 and 8 show a significant differential in the median total pay of Clinical Senior Lecturers.
This group of staff receive NHS payments and awards in respect of their clinical activities, these
are awarded and paid for by the NHS, such payments include the NHS Excellence Award
Scheme, NHS Commitment awards and Out of Hours payments. Payments which can represent
a significant proportion of a clinical academic’s total remuneration. As indicated in Table 1, there
are three times the number of males to females in this staff cohort, this is also reflected in the
number of additional payments received. Further investigations have found that whilst the
numbers of females are low, their percentage of access in relation to their population was
comparable indicating no systematic pay inequalities. Such payments are applicable to all staff
who meet the criteria regardless of gender. However this area of work will continue to be
investigated as part of the Equal Pay Action plan.
8.6
The largest and most frequently occurring additional payments in grades 1 and 2 continue to be
overtime payments at various rates from plain time to double time, with time and a half being the
commonest rate. In Grade 3 shift allowances continue as expected to form a large addition but
overtime remains a significant factor. In Grades 3 and 4 proficiency payments are also a
significant feature.
8.7
As in 2009, this Audit has found a pattern of overall pay differences in favour of men attributable
to working pattern payments. Following the 2009 Audit, the University implemented a review of
working pattern payments to ensure that all payments have an objective justification and eliminate
those which do not. Proposals will be presented to the University in relation to overtime,
proficiency allowances, Out of Hours and Attendance Allowance Scheme once this work has been
completed. As the 2009 review was only completed in 2010/11, the effects of these working
groups will not be seen until at least the 2013 Equal Pay Audit.
9
Cardiff University
9
Working Pattern Payments
9.1
In equality terms, payments for atypical working patterns and work outside normal hours are likely
to be objectively justifiable, as long as they are paid for what they are attributed. Such payments
may, however, raise issues over access to the relevant working pattern.
TABLE 9: DISTRIBUTION OF CARDIFF UNIVERSITY EMPLOYEES AND NUMBERS
RECEIVING VARIOUS WORKING PATTERN PAYMENTS BY GRADE AND GENDER
Receiving Payment
Grade
Overtime
@ 150
1
Numbers of employees
% of Grade
Average Payment
Numbers
% of recipients
M
F
T
M
F
M
F
M
F
M
F
50
127
177
28.25
71.75
35
61
36.46
63.54
£785.67
£396.07
204
322
36.65
63.35
35
60.23
39.77
£922.02
£931.77
471
648
27.31
72.69
57
45.71
54.29
£975.67
£424.45
392
512
23.44
76.56
41
44.59
55.41
£1,196.54
£807.60
291
427
718
40.53
59.47
-
-
55.56
44.44
£1,090.00
£953.61
1
50
127
177
28.25
71.75
24
39
38.10
61.90
£457.10
£280.87
2
118
204
322
36.65
63.35
49
38
56.32
43.68
£398.44
£211.58
3
177
471
648
27.31
72.69
31
40
43.66
56.34
£768.32
£323.28
4
120
392
512
23.44
76.56
25
17
59.52
40.48
£1,104.78
£626.13
5
291
427
718
40.53
59.47
-
-
60.00
40.00
£1,000.60
£1,627.94
6
573
668
1241
46.17
53.83
-
100.00
0.00
£103.76
£0.00
3
177
471
648
27.31
72.69
51
6
89.47
10.53
£3,026.58
£2,907.58
4
120
392
512
23.44
76.56
-
-
100.00
0.00
£3,954.88
£0.00
5
291
427
718
40.53
59.47
-
-
100.00
0.00
£4,390.69
£0.00
3
177
471
648
27.31
72.69
-
-
100.00
0.00
£1,135.69
£0.00
4
120
392
512
23.44
76.56
8
-
100.00
0.00
£1,296.01
£0.00
5
291
427
718
40.53
59.47
-
-
100.00
0.00
£2,590.60
£0.00
2
118
204
322
36.65
63.35
25
-
100.00
0.00
£1,744.11
£0.00
3
177
471
648
27.31
72.69
-
-
100.00
0.00
£1,204.14
£0.00
3
177
471
648
27.31
72.69
48
-
90.57
9.43
£4,092.39
£4,204.76
4
120
392
512
23.44
76.56
-
-
100.00
0.00
£5,165.38
£0.00
1
50
127
177
28.25
71.75
-
-
0.00
100.00
£0.00
£125.49
2
118
204
322
36.65
63.35
-
8
11.11
88.89
£1,562.43
£1,765.59
3
177
471
648
27.31
72.69
-
-
0.00
100.00
£0.00
£1,935.08
2
3
4
5
118
177
120
53
48
33
Overtime
@200
Shift
Allowance
Call Out
Flexibility
Allowance*
Contracted
Additional
Hours
Daycare
Allowance*
10
Cardiff University
4
120
392
512
23.44
76.56
-
-
0.00
0.00
£0.00
£0.00
5
291
427
718
40.53
59.47
-
-
0.00
100.00
£0.00
£2,955.42
6
573
668
1241
46.17
53.83
-
-
0.00
100.00
£0.00
£3,634.92
4
120
392
512
23.44
76.56
-
-
50.00
50.00
£94.40
£290.76
5
291
427
718
43.28
56.72
13
-
100.00
0.00
£633.47
£0.00
6
573
668
1241
46.12
53.88
16
-
94.12
5.88
£1,514.94
£408.33
7
394
488
882
47.11
52.89
28
-
96.55
3.45
£1,039.80
£225.95
8
335
185
520
65.23
34.77
-
-
100.00
0.00
£1,219.21
£0.00
INSRV Out
of Hours
OTE: Flexibility Allowance paid to Porters to cover work outside normal hours between 0600 and
2200 on manual handling duties. Daycare Allowance is paid to Daycare Centre staff to cover
periods for delivery and collection of children.
9.2
Table 9 shows numbers and percentages of employees receiving the most commonly occurring
working pattern payments by grade and gender, together with average payments made.
9.3
As found in 2009, apart from the allowance paid to daycare centre staff to cover times for delivery
and collection of children, working pattern payments continue to be paid disproportionately to
males and/or the average payments to males are significantly higher to males than to females.
Many of these payments are likely to be related to jobs where there is occupational segregation,
but this will be reviewed as part of the working group outlined in 8.7 above.
10
Proficiency Allowances
10.1.
In contrast to working pattern payments, proficiency allowances continue to be paid predominantly,
but not exclusively to females, although average payments to males are somewhat higher, as table
10 shows, this is attributed to the impact of part-time working.
TABLE 10: DISTRIBUTION OF PROFICIENCY PAYMENTS BY GRADE AND GENDER
Grade
Numbers of employees
% of Grade
Receiving Allowances
Numbers
Average payment
% of recipients
£
M
F
T
M
F
M
F
M
F
2
118
204
322
36.65
63.35
-
-
0.00
100.00
3
177
471
648
27.31
72.69
32
6.52
91.43
£796
£693
4
120
392
512
23.44
76.56
35
5.26
97.22
£1,019
£827
5
291
427
718
40.53
59.47
24
3.57
92.31
£510
£866
6
573
668
1241
46.17
53.83
-
0.00
100.00
-
M
F
£829
£850
10.2
No new proficiency allowances are being awarded; current payments represent personal
protection under TUPE arrangements following the merger between Cardiff University and the
University of Wales College of Medicine which will erode over time.
11.
11.1
Summary and Conclusions in relation to Gender
Cardiff University continues to have very few significant gender grade gaps and those which exist
continue to arise from the clustering of males or females towards the top of the grade. There
continues to be no indication of systematic gender pay discrimination in relation to basic pay.
11.2
Total pay patterns show pay differences in favour of men both in relation to the numbers receiving
such payments and the level of payments. The analysis continues to confirm that these payments
11
Cardiff University
are attributable to working patterns and occupational segregation. This was also identified in the
2009 Audit and a working group has been established to review such payments but the impact is
not expected to be seen until 2012/13.
12
Action Plan
1.
To continue to work on working pattern payments and procedures in relation to the allocation of
overtime.
2.
To highlight to the NHS regarding the award of payments in relation to the NHS Excellence Award
Scheme, NHS Commitment awards and Out of Hours payments and any equality impact
assessments undertaken.
12