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Gender Pay Gap Reporting

Gender Pay Gap 2018

Thursday 20th March 2019

Today, we’ve published our Gender Pay Gap Report, for 2018, which you can find here.

Our report shares the details of what the gap is and what we are doing to address this further to achieve a long term, sustainable reduction in the gap. The report also gives some context around what the gender pay gap means and what the numbers reported indicate. Have a look at the report and if you have any questions please get in touch with us via our Inclusion and Diversity Team at Equality@salford.ac.uk.

Read the full University news article here

Gender Pay Gap Graphic 2018 Data

Gender Pay Gap 2017

The gender pay gap is a measure of the difference in pay between the average hourly earnings of male and female staff and is subject to a prescribed method of calculation.

As at 31st March 2017, The University of Salford has an overall pay gap of 12.78% and a mean (average) pay gap across grades 1 – 10 of 7.05%.

This gap can in part be attributed to the fact that the University proportionally employs more males in higher graded positions than females and more females in lower graded positions than males. This figure is lower than the mean gender pay gap for HEI’s, which was reported by UCEA at 14.1% in their report ‘Examining the Gender Pay Gap in Higher Education’ January 2017. This report also states that the gender pay gap for the whole economy is 17.3%.

Vice Chancellor Helen Marshall stated:  

“The University of Salford is committed to being an inclusive organisation that supports individual achievement and promotes ambition.  In seeking to achieve positive and equitable outcomes for all our employees, we are working towards ensuring that University policy and practice positively promotes equality.   Our aim is to continually improve the opportunities and outcomes for our staff across all groups, to be proactive in advancing equality and to support people to achieve their potential through inclusive practice. This is why we have chosen to proactively include information on pay gaps based on ethnicity, age and disability within our published report. This goes beyond the government legislation and aligns with our promise for inclusion for all.”

The University’s Equal Pay Audit and Gender Pay gap report (inclusive of Gender pay gap official metrics) can be read in full here. The University has committed to taking action to reduce the Gender pay gap at Salford and has endorsed the recommendations in the report. This will build on the significant progress since we were awarded the Athena SWAN institutional level Bronze Award in May 2016.  Over the last year, the majority of the 78 actions in our development plan have been initiated and 52 have been completed.  This has been achieved through the establishment of three task groups and supported by the activities of the Women’s Voice Staff Network. 

Actions completed have included:-

  • Successful departmental Bronze Award in April 2017 for The School of Computer Science and Engineering (CSE)
  • A bronze award has been submitted by The School of Environmental Life & Science to be decided in March 2018.
  • Two promotions workshops for Reader and Professor applications were held in 16/17 that included contributions from academic staff, a Dean of School and the Deputy Vice Chancellor. This, together with a positive action statement by the Vice Chancellor resulted in a higher number of female applicants and  consequently  8 female members of staff have been appointed to professorial and readership positions in the 2017 promotions round. Increasing our female professor percentage to 20%Eight female staff from Salford have been successful in gaining places on the North West Action Learning programme.
  • The Women’s Voice network have hosted five events since the launch in March 2017 and Athena SWAN is regularly used as a vehicle for feedback and change by attendees – a really great way to gather colleague experiences through more informal channels. 
  • The Women in Research Task Group has joined forces with the REF Steering Team to analyse 2014 submission data to look for any gendered impacts and to jointly revise the Code of Practice for the next REF.
  • Unconscious Bias e-Learning and face-to-face training will be rolled out across the University during 2018.

Gender Pay Gap Metrics

You can read our Gender Pay Gap report and Equal Pay Audit inclusive of gender pay gap metrics for 2017 that was presented to the University of Salford Remuneration Committee on 29th September 2017 below.