8.2.7 Tracking pay scale for gender equity

Tracking pay scale gender equity is a key component of our university’s commitment to promoting fairness, diversity, and inclusion. We continuously measure, monitor, and report on gender pay gaps, aiming to ensure our compensation practices remain equitable. This process allows us to identify discrepancies, track progress, and make data-driven adjustments to support pay equity across all roles.

Measuring and Tracking Gender Pay Equity: Consistent Progress

Our efforts in measuring and tracking gender pay equity have led to steady, albeit gradual, improvements. By examining both mean and median pay gaps, we gain insight into the overall compensation landscape and can address any specific areas where pay disparities persist. The past two academic years have shown a consistent reduction in the gender pay gap:

• Academic Year 2022-2023:
• Mean Gender Pay Gap: 18.3%
• Median Gender Pay Gap: 15.8%
• Academic Year 2023-2024:
• Mean Gender Pay Gap: Reduced to 15.2%
• Median Gender Pay Gap: Reduced to 12.5%

While this represents steady progress, we are committed to accelerating our efforts, particularly by addressing any underlying structural issues that contribute to these disparities.

Role-Specific Pay Gap Analysis: Academic vs. Administrative Staff

Our analyses reveal notable differences in pay gaps between academic and administrative roles. Among academic staff, the gender pay gap is comparatively lower, indicating fairer compensation across teaching and research positions. However, in administrative roles, especially at higher levels of leadership, there is a larger pay gap, suggesting that women in these roles may face more significant disparities in pay.

Academic Staff Pay Gap:

• Mean Pay Gap: 7.5%
• Median Pay Gap: 6.2%

Administrative Staff Pay Gap (particularly in senior positions):

• Mean Pay Gap: 19.6%
• Median Pay Gap: 16.4%

This distinction highlights the need for targeted actions in administrative and leadership roles to ensure equitable pay across all university departments.

Actions to Address Pay Scale Gender Equity

To drive continued improvement, we follow a structured approach to addressing pay scale gender equity, incorporating specific activities aimed at sustainable change:

1. We conduct detailed audits of base salaries and total remuneration annually, examining gender pay gaps by role type, department, and seniority level. This ongoing analysis informs our policies and highlights areas that need focused attention.
2. Recognizing the gap in administrative leadership roles, we implement targeted recruitment initiatives and leadership development programs for women. These efforts help increase female representation at senior levels, contributing to a more balanced pay structure.
3. We benchmark our gender pay data against national standards and other academic institutions, incorporating best practices to align with industry standards and stay competitive in our compensation practices.
4. We maintain open communication with our staff about pay equity goals and achievements, recognizing Equal Pay Day and providing updates on progress. This fosters awareness and engagement in our efforts to reduce the gender pay gap.