Regent's University London's latest gender pay data shows a positive decline in the gender pay gap mean at 6.46%, in comparison to a 14.8% average across the Higher Education sector.
The gender pay gap is the difference between the average (mean or median) salaries of men and women across a workforce.
On the snapshot date of 5 April 2021 used for reporting, the Office of National Statistics (ONS) reported a mean gender pay gap of 15.4%. The latest available Higher Education data shows a gap of 14.8%. In comparison, Regent’s University London’s mean gender pay gap was 6.46%, which is a positive improvement for the University’s fifth report.
Although the gender pay gap is still an issue, the University is committed to narrowing it by mitigating societal factors that impact pay, such as age, occupation, tenure, caring responsibilities, and education.
As outlined in the report, we are addressing these issues in a number of ways. Unconscious bias training is incorporated into our recruitment process to ensure our candidate selection is diverse and fair. We have revised our Performance Development Review process, along with more transparent pay scales on the basis of an individual’s performance rather than other factors, such as gender. To encourage career progression, we have also introduced the Aurora Programme to help develop our female talent and increase representation across senior positions.
Valerie De Saegher, Director of Human Resources at Regent’s, said: ‘Promoting gender equality is a priority for the University. I’m pleased to see our gender pay gap decreasing again for the second year in a row, which is very encouraging. We are also very well positioned in the sector, though it has to be recognised that there is still work to be done. We are committed to building on this result, continuing to disclose our progress, while challenging ourselves to find new ways to create a more equitable and inclusive culture here at Regents.’
Regent’s Gender Pay Gap Report 2022 sets out the steps the University has and will take to achieve its ongoing commitment to pay equality.
Read the full report here.