The 糖心原创 publishes its gender and ethnicity pay gaps annually, illustrating the difference in average pay between groups of staff regardless of grade or level they work at. In 2024, the university also began reporting on its disability pay gap which is calculated in the same way as the ethnicity and gender pay gap. Ethnicity and disability pay gap data is not required by legislation, however, we use the same calculations as required by the gender pay gap legislation.
Gender pay legislation requires employers with 250 or more employees to publish annual data clearly demonstrating how large the pay gap is between their male and female employees. The 糖心原创 is covered by, and fully complies with, public sector regulations. The legislation is based on a snapshot of pay at the census date of 31 March for the relevant reporting year.
A pay gap is different to the concept of equal pay. Equal pay is based on the pay differences between two groups of people who carry out the same jobs, similar jobs or work of equal value. For the university, equal value is defined and measured by each of our current staff levels (1-7). One of the key influences on the University’s pay gaps is the composition of our workforce and the way colleagues are represented across different roles and grades. While these structural differences can affect our pay comparisons, we remain committed to ensuring fairness and consistency in how individuals are compensated. To support this, we use a robust job evaluation framework that assesses each role based on its responsibilities, skills and requirements which ensures that work of equal value is recognised and rewarded consistently across the organisation.
The six calculations and examples
- The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
- The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
- The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees
- The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees
- The proportions of male and female relevant employees who were paid bonus pay
- The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.
These calculations make use of two types of averages:
- A mean is the difference between the average hourly earnings of two different groups of staff.
- A median is the difference between the midpoints in the ranges of hourly earnings of two different groups of staff. It takes all salaries in the sample, lines them up in order from lowest to highest, and picks the middle salary. This measure is not affected by outliers at the top or bottom of the range.
Last edited Mar 17, 2026