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University’s gender pay gap has gotten worse

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The university’s gender pay gap has increased year on year despite Stirling boasting a higher number of female staff across all levels of the institution.

The mean gender pay gap has expanded to 16.2% in 2018, up from 15.51% the previous year. Women, on average, make £18.51 per hour compared to men’s £22.10, although hourly pay has improved for both.

Jill Stevenson, Dean for Equality, Diversity and Inclusion, said in the report that “we still have some work to do.”

“As Dean for Equality, Diversity and Inclusion, enhancing gender equality generally and ensuring that the gender pay gap is ameliorated are high priorities.

“Although, like most large scale employers, we still have work to do, I am heartened by the progress the University has made in recent years.”

Stirling
Credit: University of Stirling – Gender Pay Gap Report, 2018

Stirling, as a whole, has a predominantly female staff makeup of almost 60%.  The senior management team (56%), lecturers and tutors (51%) and professional services staff (65%), such as marketing and employability managers, all claim a greater number of women in those roles.

Martin McCrindle, Executive Director of HR, said: “We’re strongly committed to championing gender equality and are pleased to see our median gender pay gap has decreased since our last report. We will continue to focus on reducing our gender pay gap.”

The median gender pay gap, calculated finding the middle figure from the smallest to highest wage in the hourly pay range, has decreased by almost 3%, although men still make £3.35 per hour more on average.

This measurement is more commonly representative, suggesting that the university has made some progress.

McCrindle, in the foreword, also highlighted the introduction of “female focused development initiatives”, including mentoring schemes and leadership development courses, which have been showcased in this report for the first time.

The university has committed to increasing gender equality by 2021 though an Equality Outcomes and Strategic Plan, although reducing the gender pay gap was only listed as an ‘success measure’, not an objective.

Featured image credit: UoS Research and Innovation Blog

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