Equality and diversity
Gender Pay Gap
Information about the gender pay gap at York St John University as at 31 March 2020.
The following information aligns with the requirements of the Equalities Act 2010 (Section 147) as they relate to York St John University by identifying any gender gaps in bonus pay; the median gender pay gap and mean gender pay gap; and quartile pay bands.
Facts & figures
9.9% The difference between the mean hourly rate of pay of male full-pay employees and that of female full-pay employees.
18.6% The difference between the median hourly rate of pay of male full-pay employees and that of female full-pay employees.
-2.3% The difference between the mean bonus pay paid to male employees and that paid to female employees.
0% The difference between the median bonus pay paid to male employees and that paid to female employees.
14.9% The proportion of male employees who were paid bonus pay during the relevant period.
9.4% The proportion of female employees who were paid bonus pay during the relevant period.
Quartile pay bands
The proportions of male and female full-pay employees in the lower, lower middle, upper middle and upper quartile pay bands.
A Strategic Priority for York St John University:
Since the mandatory reporting of the gender pay gap began in 2017, York St John University has more than halved its median gender pay gap (from 37.4%), and almost halved its mean gender pay gap (from 18.4%). Closing the gender pay gap is a priority area for the University, and our overarching Strategy aims to see the median gender pay gap reduced to below 10% by 2026.
The reporting of our figures uses salary data as of the 31 March 2020, and preceded the arrival in post of our new, female Vice Chancellor Professor Karen Bryan. It is also important to note that we employ a significant number of
The University is committed to the Athena Swan Charter, which underpins several of our initiatives to address the gender pay gap. We continue to actively address the gendered occupational segregation that impacts people of all genders across many workplaces – including our University, and we support female employees to apply for and achieve academic promotions. We are also piloting new ways of working as part of our Agile Pilot, to give colleagues even greater flexibility to achieve a positive work life balance.
Our work to address the gender pay gap reflects our wider commitment to equality and inclusion, and our aspiration to break down the barriers standing in the way of people from all backgrounds to fulfil their potential.