Equality and diversity
Gender Pay Gap
Information about the gender pay gap at York St John University as at 31 March 2021.
The following information aligns with the requirements of the Equality 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.
Eliminating the gender pay gap
Eradicating the gender pay gap (GPG) is a strategic priority for York St John University. Our latest data show that our median and mean gender pay gaps have decreased significantly since the mandatory reporting of the gender pay gap began in 2017. Our mean pay gap currently stands at 4.9% and our median gap is 12.1%. Our 2026 Strategy aims to see the median gender pay gap reduced to below 5% by 2026 as a staging target towards elimination.
As part of our commitment to meeting this target, the University has adopted the Athena Swan Charter, a framework that supports and transforms gender equality within higher education (HE) and research. On International Women’s Day 2022, we were awarded an Athena Swan bronze award for our ongoing commitment to transform gender equality in higher education. We are now implementing an action plan to embed gender equality actions into our policies, practices, and culture. This includes overt actions such as supporting women leadership programmes, as well as addressing hidden inequalities.
The reporting of our latest GPG figures below, uses salary data as at March 2021.
During this reporting period, we appointed two senior female appointments in the upper pay quartile and 59 female colleagues were promoted to a higher graded role. We are proud to retain in-house cleaning team, but this means a high proportion of colleagues on lower pay bands, most of whom are female, are included in our reportable figures. With 67% of women employed in this lower pay quartile, the vertical segregation of women continues to be a challenge we must address.
However, following the recent decision to move to in-house catering provision we recognise the additional impact this will have on gender segregation within the lower pay bands in next year's data.
We have already taken steps to tackle both vertical and occupational segregation at York St John. In the latest academic promotions round, over 50% of senior lecturer, associate professor and professorship promotions were women. The recent introduction of the Voluntary Living Wage increased the lowest annual salary at York St John University from to £17,697 to £19,209, which will benefit more women in our lower graded roles, many of whom are in part-time roles.
As one of very few universities with a female Chancellor, Vice Chancellor and Chair of Governors, we are in a strong position to advocate for authentic and meaningful change at all levels. Our ongoing work to address the gender pay gap is a fundamental part of our wider commitment to equality and inclusion, and our aspiration to ensure everyone in our University community can achieve their potential.
Facts & figures
4.9% The difference between the mean hourly rate of pay of male full-pay employees and that of female full-pay employees.
12.1% The difference between the median hourly rate of pay of male full-pay employees and that of female full-pay employees.
-64.4% The difference between the mean bonus pay paid to male employees and that paid to female employees.
-0.5% The difference between the median bonus pay paid to male employees and that paid to female employees.
3.8% The proportion of male employees who were paid bonus pay during the relevant period.
3.8% 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.