Swansea University Students’ Union 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’.

 

Swansea University Students' Union's 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