Equal Pay Audit
The University of Kent undertook Equal Pay Audits in 2008 and 2015. Further details and findings can be found from the links below:
Equal Pay Audit 2015
The Equal Pay Audit was undertaken during 2014/15 by the University’s Equality, Diversity and Inclusivity team within Human Resources and follows a previous audit in 2008. The results of this audit reveal positive pay practices and a reducing gender pay gap at the University of Kent. Key findings reveal that:
- Across the majority of the University, there are no gender pay gaps by grade.
- The only exceptions are staff within the managerial and professorial group (although this gap disappears after have been employed at Kent for five years) and a very small group of part-time staff at Grade 9.
- There are no pay gaps by grade when comparing full versus part-time staff, or taking into account ethnicity and disability (1).
- Kent’s overall gender pay gap has fallen by almost five percentage points since the last audit in 2008 – from 25% to 20% (2).
- The University’s overall pay gap is now within one percentage point of the average gap within the Higher Education sector (3).
- This report covers the investigation of pay gaps, along with the findings (abridged) from the EPA Technical Report.
Equal Pay Audit 2015 – Technical Report
- This report sets out the technical details of the Equal Pay Audit (EPA) undertaken at the University of Kent in 2015.
- It outlines the data parameters and background analytics of the EPA 2015. It also presents the full findings.
Equal Pay Audit in 2008
The University completed its first ever Equal Pay Audit in 2008. The report is available here.
The purpose of this audit was to help the University identify any pay inequities arising because of gender. Future Equal Pay Audits were to have a wider scope to also include race and disability. It was also recommended that the findings from this report were used to assist in reviewing our practices in relation to pay and grading policies and procedures.
(1)Except for a very small number of disabled staff at M&P where the pay gap was in favour of those with a disability.
(2)This whole organisation figure disregards the impact of grade and so of itself is not an indicator of unequal pay. It does however reflect the occupational segregation that is society wide and that women do not occupy senior roles in the same proportion as men.
(3)The mean pay gap stood at 19.2% for England, excluding London (Equality Challenge Unit, 2015: 250)