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Equality and diversity

Addressing the
Gender Pay Gap

Information about the gender pay gap at York St John University as at 31 March 2020.

Group of York St John University staff in front of white background, smiling

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

Quartile pay bands

The proportions of male and female full-pay employees in the lower, lower middle, upper middle and upper quartile pay bands.

Stacked horizontal bar chart of the proportions of male and female full-pay employees in different pay bands where more than 50% of upper and upper middle pay bands are male and more than 60% of the lower middle and lower pay bands are female.

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 student ambassadors on our casual rate of pay and our Cleaning Services remain a proudly ‘in-house’ university function, rather than being outsourced. This means that these colleagues, most of whom are female, are included in our reportable figures - they represent a significant proportion of the workforce.

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.

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