Ensuring that we reward staff fairly, based on their contribution to our community and regardless of their protected characteristics, is at the core of our values. We have been taking long-term action to improve pay equality at Essex and the Government’s requirement for UK employers to publish their gender pay gap data gives us a chance to assess how we’re performing.
We continue to make progress in closing our pay gap and we have a strategy in place, but we know we need to do more. Over the last nine years our gender pay gap, which measures the difference between men’s and women’s average earnings across an organisation, has fallen by 8.9% from 24.8% in 2013 to 15.9% in 2022. Our decision to eradicate the pay gap at professorial level has contributed to this fall and also closed the pay gap at this specific pay grade. The median pay gap has however remained the same as last year at 18.6%
The main reason for our pay gap is that the distribution of male and female academic staff is uneven and a concentration of females in roles at the lower end of our pay scales and males in the higher end. However the number of females at grade 11 has continued to rise and is now at 37.3% compared to 24.1% in 2013.
We have put in place a number of measures to address this and we are undertaking further work to help us better understand the reasons for the gap so that we can take further targeted action to address this vital issue.
Our 2018, 2019, 2020, 2021 and 2022 gender pay gap reports outline our strategy to further close the gender pay gap.