This year, for the first time, all UK employers over a certain size are required to report on their gender pay gap. On this page you’ll find a snapshot (from data for the relevant dates in 2017) of the gender pay balance within Coventry University Group, with data broken down to university and subsidiary level and accompanied by notes to explain what the results mean.
We want our group to be a model for others to follow. The university is on an exciting journey of growth which is driven by our staff and underpinned by our core values of support, trust, integrity and respect – central to which is our ongoing commitment to equality, diversity and inclusion, and to addressing workplace barriers to equality.
But we recognise that we have more to do, and a role to play nationally, to ensure that everyone – regardless of race, ethnicity or gender – has an equal opportunity to thrive.
What is the gender pay gap?
Gender pay gap analyses measure the difference between the average earnings of all men and women employees in an organisation, regardless of their role or seniority. The following information is included:
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of men and women receiving a bonus payment
- proportion of men and women in each pay quartile
Gender pay should not be confused with equal pay, which is about ensuring that men and women undertaking work of an equal value are paid a similar amount for that work. At Coventry University we’ve been carrying out equal pay audits every two years since 2009, and we’re confident that men and women carrying out similar work within our university are paid similarly.
The gender pay gap doesn’t indicate a pay equity issue or an imbalance in the university’s pay structures and policies. What the gap does reflect is the current distribution of men and women across the pay quartiles, and the fact that there is an uneven distribution.
The Coventry University Group gender pay gap
Difference in hourly pay rate between men and women