Intersectional Ethnicity and Gender Pay Gap

Further work to understand the data from an intersectional point of view is underway to provide an insight into hidden gaps, such as those that can exist between gender and ethnicity.

While the data sets included in this report for both gender and ethnicity vary slightly in headcount, nevertheless it is still a fruitful exercise and will help to direct future resources aimed at closing existing pay gaps and enable the University to remain vigilant of developing issues.

Intersectional median hourly pay gap rates, 2021

Ethnicity Male Hourly Pay Female Hourly Pay
White £18.59 £15.92
Black £20.28 £14.65
Asian £18.57 £17.45
Mixed Race £19.12 £16.10
Arab £20.69 £9.32
Other £20.97 £15.45
Unknown £25.96 £13.85

The total headcount for ethnicity is lower than gender because of an absence of data collection from the Student Employment Agency.

The median hourly rate of pay for all males is higher than that of all females, regardless of its intersection with ethnicity. This picture is consistent with our understanding of the current gender pay gap data.

There is variance in the hourly rates between gender and ethnicity when examined through each collected ethnic identity. However, due to the small sample sizes, the data should be viewed with caution at this stage.

For example, there is a significant difference in the hourly rate of pay between male staff who identify as Arab and female staff who identify with the same ethnicity. However, the distribution of Arab staff through the pay quartiles (between the lowest and highest) relates to a total of seven staff who identify as Arab.

As the University increases the diversity of its staff base, the intersectional pay gap data will become more beneficial.

Intersectional distribution of gender and ethnicity by pay quartiles, 2021

Quartile 1 Quartile 2 Quartile 3 Quartile 4
White 82% 80% 88% 90%
Female 89% 88% 89% 91%
BAME Male 17% 20% 12% 9%
BAME Female 10% 12% 11% 10%

When considering pay quartiles through the intersectional lens of gender and ethnicity, it is noted that people who identify as white are disproportionately over-represented in each quartile.

In quartile one, there is a higher percentage of BAME males who work in the lowest-paid roles compared to BAME females.

In quartile four, the highest-paid roles, there is equal occupancy of BAME males and BAME females.

When compared with the general population where there is a larger ethnicity pay gap for males than there is for females, the University appears to be following a pattern.

Similarly, within the general population, the hourly median pay gap between people who identify as white and people who identify with a minority ethnic background has continued to narrow.

The University’s commitment to race equity through the Race Equality Charter will ensure that career progression and leadership remain a high priority.