Gender Pay Gap Reporting
Behind our various qualities, knowledge areas, skills and abilities, is our diverse community of staff, students and visitors. And we're proud of everything they bring to the University. Our policies support our commitment to equality, diversity and inclusion, and our staff are trained in their expectations and legal obligations.
Falmouth University ensures equal pay for equal work and does so through the adoption of a nationally agreed job evaluation system and pay scales. The gender pay gap is different to equal pay and is the difference between men and women's average pay, shown here as both a mean and median percentage.
Our Gender Pay Gap Report provides an extra set of metrics in relation to differences between men and women's average pay within the University. As part of our legal obligations we are publishing this data in response to our responsibilities under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which require us to report on a number of metrics as of 31st March in a given year.
We recognise that reporting on our metrics is an important component of our actions as it enables analysis on our progress. However, we also believe it is important to have future focused objectives aligned to our values and our Equality, Diversity & Inclusion Statement of Commitment to ensure that we continue to progress actions to close the gender pay gap. Falmouth's Equality, Diversity & Inclusion Statement of Commitment can be found within the Equality, Diversity & Inclusion section of our website.
Where subsidiary organisations exist, it is a requirement that the gender pay gap figures are reported separately for each legal entity. Falmouth therefore submits separate figures for Falmouth University, Falmouth Staffing Limited, and Falmouth Agency Limited for any year where these employers have a headcount of 250 or above. These figures are set out in the staff dashboard within our Equality Diversity & Inclusion Annual Report.
Falmouth also produces gender pay gap figures for the combined Core Staff group that includes the staff in Falmouth University and Falmouth Staffing Limited. These figures exclude staff from Falmouth Agency as its student workers are recruited from within our student population for mainly ambassadorial roles which has a different profile (58.39% of student undergraduates are female).
The Core Staff figures are not provided to the Government’s Gender Pay Gap Service, who do not request group figures, but are used as our main measure within our gender pay gap narrative and internal data analysis. The Core Staff figures provide the most useful comparison with the gender pay gap figures for years prior to the formation of Falmouth Staffing Limited and provide a measure that encompasses the pay of all our staff who are recruited locally / nationally, while excluding those recruited exclusively from our student population. The core staff figures are set out below.
2023/24 Core Staff Gender Pay Gap metrics
- Mean gender pay gap – Women's pay is 9.7% lower
- Median gender pay gap - Women's pay is 8.8% lower
- Falmouth did not report a bonus pay gap for the 2023/24 year as no bonus payments were made in the relevant period
2023/24 pay quartiles by gender
|
|
Women |
Men |
Description |
|---|---|---|---|
|
Lower quartile |
68.4% |
31.6% |
All employees whose standard hourly rate places them at or below the lower quartile |
|
Lower middle quartile |
52.6% |
47.4% |
All employees whose standard hourly rate places them above the lower quartile but at or below the median |
|
Upper middle quartile |
48.0% |
52.0% |
All employees whose standard hourly rate places them above the median but at or below the upper quartile |
|
Upper quartile |
43.9% |
56.1% |
All employees whose standard hourly rate places them above the upper quartile |
The overall profile of our staff population on 31 March 2023 was 47% men and 53% women. In order to show progress in comparison to the previous year, data for the 2022/23 reporting year (snapshot date of 31 March 2022) and 2021/22 reporting year (snapshot date of 31 March 2021) can be found at the end of this page.
Further information
We operate a grade structure based on the nationally agreed New Joint Negotiating Committee for Higher Education Staff. This is used for all staff up to Professor level and equivalent, with each level having an associated pay range. For staff appointed outside the pay scales, the University follows a role evaluation process and utilises benchmarking data to inform the appropriate pay point. The salaries of our senior roles are set by our Remuneration Committees.
All roles on our pay bands are evaluated using the HERA job evaluation scheme, ensuring we remunerate staff fairly for the same role, comparable work, and work of equal value.
Offering employment opportunities to our student population is important to us and in order to facilitate this we have established Falmouth Agency Ltd as the vehicle through which we manage this employment relationship.
2022/23 metrics for Falmouth University
- Mean gender pay gap – Women's pay is 12.6% lower
- Median gender pay gap - Women's pay is 11.1% lower
- Mean gender bonus pay gap – Women's bonus pay is 48.3% higher
- Median gender bonus pay gap – Women's bonus pay is 233% higher
- Proportion of male employees receiving a bonus – 4%
- Proportion of female employees receiving a bonus – 1.9%
| Women | Men | Description | |
|---|---|---|---|
| Lower quartile | 74.5% | 25.5% | All employees whose standard hourly rate places them at or below the lower quartile |
| Lower middle quartile | 50.0% | 50.0% | All employees whose standard hourly rate places them above the lower quartile but at or below the median |
| Upper middle quartile | 54.2% | 45.8% | All employees whose standard hourly rate places them above the median but at or below the upper quartile |
| Upper quartile | 39.4% | 60.6% | All employees whose standard hourly rate places them above the upper quartile |
The overall profile of our staff population on 31 March 2022 was 45.5% men and 54.5% women.
2021/22 metrics for Falmouth University
- Mean gender pay gap – Women's pay is 9.4% lower
- Median gender pay gap - Women's pay is 11.1% lower
- Mean gender bonus pay gap – Men's bonus pay is 27.6% higher
- Median gender bonus pay gap – Men's bonus pay is 20% higher
- Proportion of male employees receiving a bonus – 9.4%
- Proportion of female employees receiving a bonus – 5.3%
Pay quartiles by gender
|
|
Women |
Men |
Description |
|---|---|---|---|
|
Lower quartile |
65.6% |
34.4% |
All employees whose standard hourly rate places them at or below the lower quartile |
|
Lower middle quartile |
50.8% |
49.2% |
All employees whose standard hourly rate places them above the lower quartile but at or below the median |
|
Upper middle quartile |
53.1% |
46.9% |
All employees whose standard hourly rate places them above the median but at or below the upper quartile |
|
Upper quartile |
39.7% |
60.3% |
All employees whose standard hourly rate places them above the upper quartile |
The overall profile of our staff population on 31 March 2021 was 47.5% men and 52.5% women.