We did not meet the required criteria to publish a Gender Pay Gap Report in 2021 or 2022.
Our 2020 Gender Pay Gap Report
Our 2019 Gender Pay Gap Report
Our 2018 Gender Pay Gap Report
Our 2017 Gender Pay Gap Report:
From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’.
Our Gender Pay Gap Results for 2017 are:
Our workforce, as of April 5th 2017, totalled 256 employees; 56% of which were females and 44% were males.
The distribution of male and female employees within each pay quartile are:
Upper Quartile
Lower Middle Quartile
Upper Middle Quartile
Lowest Quartile
The mean gender pay gap in hourly pay was 3.7%
The median gender pay gap in hourly pay was -0.1%
The mean bonus gender pay gap was 0%
The median bonus gender pay gap was 0%
The proportion of males and females receiving a bonus payment was 0% for female and 0% for male
Definitions
Pay gap
The difference (median and mean) in hourly rate of pay between all men and all women in an organisation, expressed as a percentage of men’s earnings – at the snapshot date of April 5th 2017.
Median pay gap
The difference between the midpoints in the ranges of men’s and women’s pay.
Mean pay gap
The difference in the average hourly rate of men’s and women’s pay.
Bonus gap
The percentage difference (median and mean) in total bonus payments received by men and women in the 12 months preceding the snapshot date.
Proportion receiving bonus
The percentage of men and women who received a bonus in the 12 months preceding the snapshot date.
Pay quartiles
Shows the proportion of men and women in different pay bands, with the workforce divided into four equal parts (quartiles).
Tackling our Gender Pay Gap
This demonstrates that Swansea University Students' Union is one of few employers to have a gender pay gap at less than 5%.
Although our results are positive we will continue to develop and improve various processes, policies and procedures to develop our work to enhance and champion equality and celebrate diversity.
Prepared and declared accurate by:
Head of Finance & Operations
March 2018
Adroddiad Bwlch Cyflog Rhwng y Rhywiau 2017
O 2017 ymlaen, mae rhaid i unrhyw sefydliad sydd â 250 o weithwyr neu fwy gyhoeddi ffigyrau am ei fwlch cyflog rhwng y rhywiau.
Y bwlch cyflog rhwng y rhywiau yw'r gwahaniaeth rhwng cyflogau cyfartalog dynion a menywod, yn ôl cyflogau dynion. Er enghraifft, ‘mae menywod yn ennill 15% yn llai na dynion bob awr’.
Canlyniad ein Bwlch Cyflog Rhwng y Rhywiau 2017:
Mae ein gweithle, yn ôl 5ed Ebrill 2017, yn cynnwys 256 o weithwyr; mae 56% yn fenywod a 44% yn ddynion.
Dosbarthiad gweithwyr gwrywaidd a benywaidd ym mhob chwartel cyflog:
Chwartel Uchaf
Chwartel Canol Isaf
Chwartel Canol Uchaf
Chwartel Isaf
Y bwlch cyflog cyfartalog rhwng y rhywiau mewn tâl fesul awr oedd 3.7%
Y bwlch cyflog canolrifol rhwng y rhywiau mewn tâl fesul awr oedd -0.1%
Y bwlch cyflog cyfartalog rhwng y rhywiau 0%
Y bwlch cyflog canolrifol rhwng y rhywiau 0%
Y gyfran o ddynion a menywod sy'n derbyn taliad bonws oedd 0% ar gyfer menywod a 0% ar gyfer dynion
Diffiniadau
Bwlch cyflog
Y gwahaniaeth (cyfartalog a chanolrifol) fesul awr rhwng holl ddynion a holl fenywod mewn sefydliad, fel canran o gyflogau dynion - ar 5ed Ebrill 2017.
Bwlch cyflog cyfartalog
Y gwahaniaeth rhwng canolbwyntiau ystodau tâl menywod a dynion.
Bwlch cyflog canolrifol
Y gwahaniaeth rhwng tâl dynion a menywod fesul awr.
Bwlch bonws
Gwahaniaeth canrannol (cyfartalog a chanolrifol) rhwng taliadau bonws wedi’u derbyn gan ddynion a menywod yn y 12 mis cyn dyddiad y ciplun.
Cyfran sy’n derbyn bonws
Y canran o ddynion a menywod a dderbyniodd bonws yn y 12 mis cyn dyddiad y ciplun.
Chwarteli Cyflog
Dangos y gyfran o ddynion a menywod mewn bandiau cyflog gwahanol, gyda’r gweithlu wedi’i rhannu i bedair rhan hafal (chwarteli).
Taclo ein Bwlch Mewn Cyflogau Rhwng y Rhywiau
Dangosa hyn fod Undeb Myfyrwyr Prifysgol Abertawe yn un o’r ychydig gyflogwyr sydd â bwlch cyflog rhwng y rhywiau sy’n llai na 5%.
Er bod ein canlyniadau’n gadarnhaol, byddwn yn parhau i ddatblygu a gwella ein prosesau, polisïau a gweithdrefnau i ddatblygu ein gwaith a chefnogi cydraddoldeb a dathlu amrywiaeth.
Wedi’u paratoi a’u hadrodd gan:
Pennaeth Cyllid a Gweithrediadau
Mawrth 2018