Gender pay gap report

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Gender pay gap report

Gender Pay Gap

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


Table 1

Difference in hourly pay rate between men and women

Coventry University % Difference
Mean Hourly Rate 16.1%
Median Hourly Rate 13.7%
Coventry University London % Difference
Mean Hourly Rate 5.3%
Median Hourly Rate 11.9%
CU Coventry, CU Scarborough, CU London % Difference
Mean Hourly Rate 5.4%
Median Hourly Rate 3.2%
Coventry University Enterprises % Difference
Mean Hourly Rate 8.7%
Median Hourly Rate 2.6%

Coventry University’s mean and median differences between the hourly pay rate of men and women – 16.1% and 13.7% respectively – puts it in line with the higher education sector averages and better than the latest Office for National Statistics’ estimates for UK national averages (which are 17.4% and 18.4% respectively).

Our London campus, CU sites and Coventry University Enterprises (CUE) are closer to our goal of closing the gap. The mean and median differences between the hourly pay rate of men and women are markedly better than the UK national averages.

But these figures highlight that along with our counterparts in these sectors, a continued focus is needed to ensure we take opportunities to create a gender balance in the workforce distribution in the group.



Table 2

Difference in bonus pay between men and women

Coventry University % Difference
Mean Bonus Payment 3.2%
Median Bonus Payment 33.3%
Coventry University London % Difference
Mean Bonus Payment 20.1%
Median Bonus Payment 2.1%
CU Coventry, CU Scarborough, CU London % Difference
Mean Bonus Payment 5.5%
Median Bonus Payment 10.1%
Coventry University Enterprises % Difference
Mean Bonus Payment -785.4%
Median Bonus Payment -982.9%

Table 2 shows the difference in bonus pay between men and women in the university group. CUE’s figures indicate that women’s bonuses were higher on average during the snapshot period. The unusually large difference can be attributed to different types of bonus payment being awarded. For the rest of the group, the bonuses are primarily made up of merit award payments made as part of our development and performance review process. It should be noted that the figures are distorted by the distribution of men and women across grades – not by differences in the amounts awarded.



Table 3

Proportions of men and women staff paid bonus pay

Paid Bonus Proportion of Men Receiving Bonus Proportion of Women Receiving Bonus
Coventry University 7.1% 8.1%
Coventry University London 31.6% 35.2%
CU Coventry, CU Scarborough, CU London 30.5% 31.8%
Coventry University Enterprises 0.7% 2%

The results show that a slightly higher proportion of women than men receive bonus pay across the university group.



Table 4

Proportions of men and women staff in pay quartile bands

Coventry University Proportion of Men Proportion of Women
Lower Quartile (A) 29% 71%
Lower Middle Quartile (B) 47% 53%
Upper Middle Quartile (C) 54% 46%
Upper Quartile (D) 58% 42%
Coventry University London Proportion of Men Proportion of Women
Lower Quartile (A) 49% 51%
Lower Middle Quartile (B) 23% 77%
Upper Middle Quartile (C) 51% 49%
Upper Quartile (D) 53% 47%
CU Coventry, CU Scarborough, CU London Proportion of Men Proportion of Women
Lower Quartile (A) 39% 61%
Lower Middle Quartile (B) 50% 50%
Upper Middle Quartile (C) 43% 57%
Upper Quartile (D) 56% 44%
Coventry University Enterprises Proportion of Men Proportion of Women
Lower Quartile (A) 24% 76%
Lower Middle Quartile (B) 44% 56%
Upper Middle Quartile (C) 31% 69%
Upper Quartile (D) 53% 47%

Table 4 illustrates the proportion of men and women in the quartile bands, and shows that Coventry University has a higher proportion of men in the upper pay quartile (58%) and upper middle pay quartile (54%) than women (42% and 46% respectively), and that in the lower pay quartile women are represented disproportionately (71%). At CUE there is a disproportionate representation of women in the lower (76%) and upper middle (69%) quartile.

The proportions are more balanced within Coventry University London and the CU sites, with the figures indicating a disproportionate representation of women in the lower middle quartile (77%) at the former, and in the lower quartile (61%) at the latter.



What are we doing to address the gap?

Our first step is to ensure we’re open and transparent about where we are today. This gender pay gap review is giving us an opportunity to understand the disparity in pay that we have – and the factors contributing to it – and we recognise that we need to improve and close the gap.

We have a number of initiatives – highlighted below – designed not only to encourage the upward mobility of women in our group, but also to recruit more men into jobs at grades where they are under-represented.

Gender Pay Gap

Activities include:
  • the formation of a gender pay working group – attended by group leadership and open to membership from wider university group staff – to commit to actions and assess progress;
  • encouragement of professional and personal development through qualifications designed to advance the skills of both men and women within the university, including a leadership MBA, staff PhDs and a framework for professional accreditation;
  • a coaching and mentoring academy with a focus on gender and supporting employees with a new role or promotion, with building confidence and with developing new skills;
  • an action plan through Athena SWAN to ensure our continued accreditation and to include a review by gender of starting salaries and development and performance review outcomes;
  • ensuring staff policies are family-friendly and designed to encourage women to return to work following maternity leave, for example by providing on-campus childcare facilities and a generous childcare voucher scheme;
  • improving unconscious bias in recruitment training, and monitoring starting pay and pay on promotion to ensure fairness to both genders.

These initiatives will take some time, and the work we are doing now is unlikely to have a meaningful impact by the time we report again on our gender pay figures for 2018.

But we are already taking action, and reporting annually in this way will help us to measure the positive impact these initiatives are having over the medium and long term.



I confirm that the information set out in this report as required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 is accurate.

John Latham
Vice Chancellor, Coventry University

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Janet Hannah
Chief Executive Officer, Coventry University London

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John Dishman
Chief Executive Officer, CU Group

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Frank Mills
Managing Director, Coventry University Enterprises

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