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 a future focused action plan aligned to our Equality, Diversity & Inclusion Charter to ensure that we continue to progress actions to close the gender pay gap and this plan can be found within the Equality, Diversity & Inclusion section of our website.

2021 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 – Women's bonus pay is 27.6% higher
  • Median gender bonus pay gap – Women's bonus pay is 20.0% higher
  • Proportion of male employees receiving a bonus – 9.4%
  • Proportion of female employees receiving a bonus – 5.3%

2021 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. In order to show progress in comparison to the previous year, data for the 2020 and 2019 reporting snapshots 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. 

2020 metrics for Falmouth University

  • Mean gender pay gap – Women's pay is 10% lower
  • Median gender pay gap - Women's pay is 10.4% lower
  • Mean gender bonus pay gap – Men's bonus pay is 0.7% higher
  • Median gender bonus pay gap – Men's bonus pay is 44% higher
  • Proportion of male employees receiving a bonus – 14%
  • Proportion of female employees receiving a bonus – 8.8%
 WomenMenDescription
Lower quartile67.3%32.7%All employees whose standard hourly rate places them at or below the lower quartile
Lower middle quartile49.7%50.3%All employees whose standard hourly rate places them above the lower quartile but at or below the median
Upper middle quartile48.5%51.5%All employees whose standard hourly rate places them above the median but at or below the upper quartile 
Upper quartile42.3%57.7%All employees whose standard hourly rate places them above the upper quartile

The overall profile of our staff population on 31 March 2020 was 48% men and 52% women.

2019 metrics for Falmouth University

  • Mean gender pay gap – Women's pay is 12% lower
  • Median gender pay gap - Women's pay is 11.1% lower
  • Mean gender bonus pay gap – Women's bonus pay is 61.3% higher
  • Median gender bonus pay gap – Women's bonus pay is 90.4% higher
  • Proportion of male employees receiving a bonus – 4.2%
  • Proportion of female employees receiving a bonus – 7.2%

Pay quartiles by gender

 

Women

Men

Description

Lower quartile

69.6%

30.4%

All employees whose standard hourly rate places them at or below the lower quartile

Lower middle quartile

46.9%

53.1%

All employees whose standard hourly rate places them above the lower quartile but at or below the median

Upper middle quartile

49.7%

50.3%

All employees whose standard hourly rate places them above the median but at or below the upper quartile

Upper quartile

40.6%

59.4%

All employees whose standard hourly rate places them above the upper quartile

The overall profile of our staff population on 31 March 2019 was 47.8% men and 52.2% women.